...Case Study 3.3 1. How has the emergence of the Internet changed the way organizations plan and manage their human resource needs? a. The Internet has made it easier, faster, and cheaper for human resources to advertise available job positions in their companies. This has been huge advance in regards to human resources problems. 2. What kinds of future human resource activities might we see developed over the next several years? b. I think automation will take over many of the menial tasks that are associated with human resource managers. Sometimes they can have too many forms that need to be filled out. Software programs will eventually be developed to help finish these. Also, job searches can be completed by programs. 3. What are the legal and ethical issues surrounding the use of the Internet by individual employers for human resource activities? Are you concerned about violations of your own privacy because of these kinds of web applications? c. There can be data that accidentally gets leaked into the Internet that would be sharing private information. Also, web applications can easily be hacked into which can cause a problem if hackers are gaining access to employer’s private files. 4. What specialized skills will the future HRIS professional need in order to effectively manage an organization’s virtual human resource function? d. They would need to learn how to navigate the Internet and also figure out what type of postings...
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...Introduction In the relentless pursuit of continuous gains today’s corporations often make strange bed fellows to acquire these ends. These agreements are often made with developing and under developed nations whose laws and regulations fall well below international standards. For many years these back room deals in far flung countries where of no concern to most consumers. However, in recent years many multinational corporations have made headline news with accusations of human rights violations. Such allegations erodes corporate image in the eyes of consumers. Apple Corporation has fallen under public scrutiny for the treatment of its factory workers in China. These allegations have forced Apple Inc. to bring forth solutions to answer the question. What are the social and ethical responsibilities of Apple Corporation, and how can these strategies be employed to restore corporate image to better market products? Apple’s current position on ethical and social responsibilities. Corporate Social Responsibility or CSR is defined by The European Union as ‘the responsibility of the enterprise for their impact on society’. The US has no governmental regulations concerning CSR. This leaves US manufactures like Apple little legal incentive to enforce a code of conduct. Apple’s choice to further implement a strict business conduct policy reflects a commitment to the highest standard of social responsibility. Apple has always operated under a Supplier Code of Conduct that...
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...Analysis of Walmart Jennifer Boykin Strayer University Professor Swinney BUS 310 July 17, 2014 Analysis of Walmart 1. Analyze the organization overall, its primary purpose, the customers that it serves, and its size. In 1945 a businessman named Sam Walton made the decision to purchase a branch of the Ben Franklin Stores with the idea of focusing on selling products at lower prices in order to earn higher volume sales at a lower profit margin. Once he was able to overcome a few obstacles, he gained the ability to locate lower-cost suppliers who allowed him with the opportunity to have a significant advantage over his local competitors. Over the next five years, Walton drastically increased his sales percentage and by the time his lease on the Ben Franklin stores were up, he opened a new franchise called “Walton’s Five and Dime”. This new franchise would eventually give birth to today’s most successful multinational retail corporation known as Walmart. By 1970, the company had 38 stores operating throughout Arkansas and within the next decade, they continued to grow rapidly with a total of 1,198 stores with sales totaling $15.9 billion Walmart has since opened thousands of stores throughout the United States and have also expanded internationally. The company currently operates over 11,000 retail units under 71 banners in 27 countries and e-commerce websites in 10 countries (“Our Business” 2014). Walmart...
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...philosophy that will help guide our facilities in deciding their objectives, achieving ethical business choices, and the general direction of the company. The following guidelines are issued to help our employees maintain these values in the discharge of their duties within their respected job roles. Applying these guidelines enables our staff to move our company towards our objectives with integrity. In the spirit of upholding our high standards it is every employee’s duty to be on guard for violations of any regulation, laws or our policies and procedures. It is the responsibility of any employee to report violations of the aforementioned lapses to a supervisor. In the case that your supervisor is not accessible or in conflict with the information, the violation should be reported to the next highest level of administration or Human resources department. In the event that an employee wishes to be anonymous, extension 3344 is the ethics and compliance hotline that violations may also be reported. Confidentiality * It is Good Deed South Hospital policy that all information that is accessed, used or transmitted shall be stored in a way that shall have the maximum...
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...Electronic Surveillance of Employees By Rekiea Colbert Dr. Macbeth LEG 500 11/23/11 1. Explain where an employee can reasonably expect to have privacy in the workplace. Privacy in the workplace has been an ongoing and perhaps a continued effort for all companies in an effort to protect viable information. Employees as well are concerned if employers of having too much control or access to their privacy. The manner in which certain privacy can be reasonably expected lies mainly within your human resource department. A function within the HR department is to maintain and manage employee information up to and including private information. A critical trait as an HR professional is to maintain a high sense of confidentiality. Companies have begun to include confidentiality agreements upon hire as a term of pre employment or non-compete which is prevalent in the sales industry. Within your human resources department you have access through what is a database that holds a plethora of employee information typically known as an HRIS system. Employee information related to anything medical is protected by HIPPA law which includes your HR department without your written consent. The HR department is the safest place or more reasonably expected to have privacy in the workplace. 2. In the office workplace there are typically two types of workspaces, an open area, in which there are several desks and where conversations can be overhead, or an enclosed office...
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...manage their human resource needs? The Internet has greatly changed the way organizations plan and manage their human resource needs. By integrating HRIS’s, organizations have become a lot more efficient and cost effective. These systems cut down on a lot of the traditionally labor- and time-intensive human resource activities. For example many organizations use HRIS’s to recruit and track applicants, which saves a significant amount of money and time. 2. What kinds of future human resource activities might we see developed over the next several years? In the future I could see more human resource training for employees online. This could also involve different scenarios online and interactive programs to educate employees on human resources within their organization. I could also see more organizations putting their entire human resource planning process into a software program to better manage their human resource demands. 3. What are the legal and ethical issues surrounding the use of the Internet by individual employees for human resource activities? Are you concerned about violations of your own privacy because of these kinds of Web applications? Using the Internet for human resource activities can expose private information to unauthorized people. Identity theft is a big current issue and by using online human resource activities is only making easier for people trying to steal someone’s identity. Although using the Internet for human resources activities, it...
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...before and after shifts just not in public areas. d.Internet: All company computers that have internet access are to be used for official company business only. Employees may not use the internet for personal use, i.e. social media. 2.Company X has an extensive training program to make sure that its employees understand what is required of them during their employment. These trainings happen on frequent bases. Three specific Components for an ethics training program. a.Frequency of Trainings: The Training of ethics will occur when any employee is hired. This will then be followed up with quarterly department trainings. b.Who will conduct trainings: The Initial training when hired will be conducted by the Human Resource Manager. The quarterly trainings will be done by Department Managers and Supervisors. c.How will trainings be presented to employees: The training will be done in one on one...
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...always know if any checks are missing. This follows the documentation procedure of the internal control process. I would recommend the buying of the indelible ink machine. According to the principles of internal control applied to cash disbursements; physical, mechanical, and electronical controls are important to safeguarding your assets and enhancing the accuracy and reliability of the accounting records. Physical, mechanical, and electronical controls for cash disbursements states that you should print check amounts by machine with indelible ink. 3. I will advise that you hire more accountants for your accounting departments. Having only one accountant handling not only accounting duties but also human resources duties, such as interviewing potential employees is a violation of segregation of duties and the establishment of responsibility sections of the internal...
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...assignment is to help you prepare for successful, enjoyable participation in a positive team experience for Units 8–10. In this assignment, you will research and compose descriptions of a fictitious anonymous company's five functional areas. Further, you will explore organization’s code of ethics and executive summaries of reports to understand what they are and how to compose them. Your main task is to develop a broad overview of the mission and purpose to be prepared to participate in the team activity for Unit 8. Note: Your assigned role for the team is not needed or related to this assignment. As you complete this assignment on this template, refer to information provided in the unit 7 studies. Specifically, utilize these provided resources and perform research to satisfactorily complete this assignment. • Teamwork Activity Challenge. • Organizational Structure reading. • Functional Areas Managers reading. Important: This assignment is due Sunday of week 7. Learners completing it on time will be performing Unit 8 as part of a team. Learners without a successful, timely assignment cannot be on a team. Important: Utilize paragraph structure in your document, not outline format, and support your ideas with references. References can include those identified from both the Internet and a library. Hint: The following template will guide the development of the compositions, reference list, and appendix. Further, it provides extra instructions to...
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...Memorandum To: Chief Executive Officer CC: From: Rizwan Raja Date: 10/11/2012 There are certain legal restrictions that should always be considered in the planning process particularly as it relates to human resources planning. Title VII of the Civil Rights Act of 1964 prohibits discrimination on grounds of race, color, sex, religion or national origin. Considerations on the sexual deviations that prevent its employment or promotion, too, is a violation of Title VII of the Act (SEC. 2000e-3.Section 704). A former employee of our company has filed a claim against the company under Title VII of the Civil Rights Act of 1964, constructive discharge, after a work schedule policy change. The employee alleged that the enforcement of the company’s new policy on shift work is discriminatory because the policy requires employees to work on a religious holy day. Agreements with trade unions, too often impose legal restrictions on the program of Human Resources, as they are specified questions about promotion, kind of work for certain categories of employees, wages, the procedure for resolving conflicts, etc. The leaders that govern the activities of workers - union members need to know all aspects of the industrial relations system in their organization. All managers and administrators should receive appropriate training in the legal constraints imposed by agreements with the unions. Title VII of the Civil Rights Act of 1964 applies to employers with 15 or more employees and...
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...ISSUES OF HUMAN RESOURCE MANAGEMENT IN HEALTH CARE MANAGMENT HIRA TOOR HCAD 660 11/01/2015 TURN-IT-IN SCORE: 13% Total paper content: 18 pages Abstract This paper deals with ethical issues encountered by human resource managers in various healthcare settings. The ethical problems that the paper highlights includes issues related to overworked employees, employee discrimination, disabled worker disparities, age-related employee discrimination, difficulties in maintaining employee relations, problems with downsizing workforce, workplace bullying, conflict of interest and compliance issues. The research paper also gives recommendations on how to maintain an ethical environment by: hiring of adequate staff, conducting fair employment testing, rewarding disabled employees, educating on age-discrimination, creating a diverse workforce, communicating to build employee relationships, executing a strategic plan to mitigate bullying and presenting fair judgments. The paper also address issues associated with ethics of flu shots, employment hurdles of medical marijuana patients, inequality of women’s compensation and safety hazards of employees. In conclusion, my personal experience with ethical issues at laurel regional hospital is discussed. Introduction: The human resource department is the heart of every healthcare organization. The human resource functions deals with variety of ethical challenges on daily basis. Human resource includes numerous...
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...(JDT) Task 1 September 6, 2014 JDT2 Task 1 To: CEO From: Elementary Division Manager Date: September 6, 2014 Subject: Response to Title VII of the Civil Rights Act of 1964 claim made by former employee. A. Constructive discharge is defined as when a worker resigns due to a hostile work environment created by the employer (elaws, 2014). This can occur when an employer makes significant changes to the terms or conditions of worker’s employment (elaws, 2014). In the case of the employee who filed a claim, the work hours were changed to 12-hour shifts, with four days on and then four days off. The four workdays can occur any of the days of the week. The former employee claimed that the workday could be on a religious holy day. In this case, there is cause to claim constructive discharge. The work hours changed significantly from when the employee was hired. To determine whether constructive discharge was used in this employee’s resignation, there are two tests. First, a reasonable person in the employee’s position would find the working conditions intolerable, and second, the employer created an offensive work environment with the intent to force the employee to quit (Constructive Discharge, 2014). B. Title VII: Section703 of the Civil Rights Act of 1964 that applies to employment decisions; mandates that employment decisions not be based on race, color, religion, sex, or national origin (Gomez et al, p. 92). Protected class theory states that...
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...CASE STUDY: MANPOWER PLANNING AND VIRTUAL HUMAN RESOURCE MANAGEMENT Just a few years ago, computer technology offered a revolutionary change in human resource management. Organizations experimented with computerized skills inventories, pay and benefits administration and applicant tracking systems. Today, the revolution continues but is undergoing fundamental changes as computer technology and the Internet grow at unprecedented rates. Human resource management is moving away from a mainframe technology to the world of virtual reality, with the Internet at its core. Although many forces drive this change, one of the most important is the globalization of business. As organizations spread their operations and personnel worldwide, the need for a truly global, integrated human resource information system has reached critical levels. The most obvious answer virtual human resource management on the World Wide Web. A 2006 survey of HR decision makers across 325 major organizations in North America indicates that 9 out of 10 firms use the Web for HR related activities such as benefit enrollment. This is in contrast to survey findings from 1977 which suggested that only 27 percent of surveyed organizations reported using Web for its HR systems. Over past 10 years, the number of U.S companies using Web for its HR system has more than tripled. The most uses of the Internet in manpower planning are in corporate communications, applicant and resume tracking, and benefits and retirement...
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...interested in alliances with the hospital. There is a local county health department that provides some clinic services, primarily for the uninsured. You’ve been asked to give a presentation to the board of directors on options to restructure the local delivery of healthcare services. The hospital’s president has asked you to focus your presentation on the common elements a comprehensive delivery system attempts to accomplish and to highlight innovative methods of restructuring. The presentation will lay out the requirements of an integrated healthcare delivery system. (Points: 25) 2. (TCO B) You are the newly-hired Vice President of Human Resources for the Bayside Community Health System. You’ve been on the job for just 3 months and have considerable experience in human resource functions. You have responsibility for all of the usual human resources functions, including the recruitment process, the training and development functions, and the retention plan. In addition, you have the...
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...The Importance of Organizational Resources MGT/330 October 18, 2011 Kathy Pennington The Importance of Organizational Resources An organization is a collective group of people, thoroughly structured and managed to convene a need or to pursue shared goals on a long-term basis (Business Dictionary, 2011). Organizations have a management structure that will help establish communication between the functions and the positions. Further, the management structure is divided into parts and assigns roles, tasks, and ability to carry out defined responsibilities. The organizing function of management impacts many levels of a company’s operation, and it also helps clarify the role positions of managers. Knowledge and human resources are two key resources that can help a company work more efficiently and effectively (Bateman & Snell, 2009). In this paper I will evaluate the organizing function of management if the retail company Gap Inc, as it relates to knowledge and human resources. Gap Inc. was founded in 1969, in San Francisco, California. It currently has about 3,100 stores and more than 134,000 employees across the United States, United Kingdom, Canada, China, France, Ireland, Japan, and Italy. The company's executive management team is focused on restoring the shape of the brands and reaching a goal for opportunity growth (Gap, 2011). Knowledge In today’s globalized and highly competitive business...
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