Analysis Of Factors Shaping HRM And Assessment Of Strategic Orientation

WOOLWORTH: AN ANALYSIS OF HUMAN RESOURCE SHAPING FACTORS AND STRATEGIC ORIENTATION

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WOOLWORTH: AN ANALYSIS OF HUMAN RESOURCE SHAPING FACTORS AND STRATEGIC ORIENTATION

Preamble

The modern era of globalisation and technological advancement has altered the traditional practices in almost every métier of life, and of course, business processes are no exception. According to the contemporary conceptual framework, Human resource Management becomes the most integral and spinal element of any business regardless of their industries, nature, and size. In this context, a few factors are immensely significant that shape the overall structure of HR and allow devising a strategic orientation by the business specifications. The following paper proffers an insight regarding the theoretical and foundation framework of subject ideas and analyses the practical implications by evaluating the HRM practices of Woolworth, the eminent superstore of Australia. Woolworths’ supermarkets that are widely known in locals as Woolies is an Australia-based grocery chain store. The chain of supermarkets and grocery stores of Woolworths was established in 1924 and deal with the selling of a wide variety of grocery items including fruits, vegetables, packaged and canned foods as well as meat. However, along with edibles, the stores offer a range of magazines, health products, cosmetics, stationery items, baby and pet goodies, and DVDs etcetera. Currently, Woolworth is operating more than 100 outlets throughout the continent. Under the nametag of Woolworths, there are about 976 supermarkets as well as 19 supplemental convenience stores.

Along with brick and mortar stores, Woolworths has established its online presence to comply with the contemporary business environment. And in this context Woolworths “HomeShop” that follows a “click and collect” process and delivers shopped items on the doorstep of the consumers. Reportedly, Woolworths has a workforce portfolio that is comprised of more than 111,000 talented employees.

The following paper discusses the strategic HRM and other relevant factors with the reference of Woolworths' practices. To collect and to analyse the data and information, different methods are used that include interviews with Woolworths’ employees. Moreover, news articles, websites, various journal articles regarding HRM strategic-orientation and observation are also utilised. However, in the due process of data collection, a few limitations were faced; the main problem was the limited awareness of sales’ personnel regarding the intricacies of HRM strategy. And therefore it was necessary to access the manager to acquire detailed information. Another limitation implied because of the organisation’s secrecy policy of not spill all the beans. But yet it is attempted to gather as much first-hand information as possible that afterwards refined under the reflection of theoretical conceptualisation.

Theoretical and Conceptual Foundations

The Concept of Strategy at a Glance

The strategy is the most common terminology that is widely used in a competitive and dynamic business environment. Strategy can be defined as an approach or a set of approaches that are devised and implemented to attain the predetermined organisational objectives. In this context, the strategy is referred to as an absolute determination that decides resource allocation, as well as the adaptability regarding the course of action, necessary for the overall achievements of the business goals (Armstrong, 2006). According to management experts, the strategy has three underlying characteristics that include:

An Insight for the Future Prospect: The strategy highlights the vision and core purpose of a business and creates roadmaps to reach there by employing the accordingly developed stratagem. The very concept of strategy connects the entire framework of business with strategic Human Resource Management. At this stage, the strategy focuses on the original intent of the company and suggests how to reach there, most effectively and efficiently. Boxall (2016) explicates that strategy should be comprehended as the scaffold of decisive ends and means.

The Overall Structure of Resource Capability: Such strategic characteristics evaluate the organisational potential and functional efficacy that highly depends on the available resources. Phenomenally, an organisation is known as an administrative entity that is an amalgamation of productive resources. And in this context, the business thrives on the idea of equilibrium between the utilisation of available resources in the process of developing new ones. Experts assert that the attainment of maximum competitive advantages explicitly interdependent on the exploitation of unique resources most productively and uniquely.

Strategic Fit To Deal With Eternal And External Organizational Environment: The strategic fit or should say best-fit decisive characteristic based on the necessity of developing HR stratagem to attain and maintain a balance between the tackling of business’s internal and external environment. Through this standpoint, the strategy not only pivots the business practices but also elaborates the requirements of the world around it. It is believed that it is imperative for any business to create synchronisation between its specific resources’ capabilities and the opportunities offered by the external environment. The best fit that is also known as contingency or integration is the main essence of the strategic Human Resource Management.

Integration/ Contingency/Best Fit Theory

The contemporary business requirements infused a substantial transformation in the business structures and perspectives. And according to innovative ideology, the workforce of a business is considered as the most critical asset of an organisation. And therefore, to create harmony and integration between the most valuable assets of the company and other aspects and operations, different models and plans are developed and implemented on businesses. According to a myriad of managerial research studies, the strategic human resource is defined as a well-designed collection of administrative actions and decisions that decide the business performance standards and relevant outcomes in the long-run (Boxoll, 2016).

According to the main posit of contingency theory of management, it is affirmed that to prove flawless efficiency; Human Resource Management must have to be in synchronisation with the other external environmental aspects of the organisation. Similarly, the universal version of the very theory advocates that Human Resource Management has a direct influence of the business performance, and therefore the one-size-fits-all approach is vague and futile in this context to an exacerbated manner. The augmented organisational performance and persistent efficacy of business necessitate different and context-based Human resource practices. The overall concept of best fit theory encapsulates the idea of HRM-based contingency decisions that are comprehended from internal and external fit’s standpoint; such a strategic framework is widely known as vertical alignment. The core theoretical framework of such alignments elucidates the significance of HRM practices to best match with the business stratagem and other external environmental dimensions encountered by the organisation.

On the contrary, any failure in this regard can lead an organisation to the murkiness of downfalls and subprime performance. Several organisational strategies can be comprised of cost-effectiveness, innovation, creativity, and quality, and therefore the business should endeavour to establish best fit matching models while practising HRM. Moreover, along with vertical alignment (that is matching the HRM practices with the external environment) horizontal alignment is also indispensable, that underlines a best internal fit. The best fit theory allows an organisation to operate coherently by communicating the uniform ideas and yield desired, harmonised, meaningful and measurable outcomes (Harney, 2016).

Factors That Affect the HR Practices

The internal and external environments of business are laden with different factors that influence the business practices to a great extent. The internal environment can be defined as the in-house organisational environment that comprised of corporate culture, size, policies, and cost etcetera. On the other hand, the external environmental factors referred to as the elements that exist in the outside world where the business is operating. The major environmental factors are the political, economic, legal, and social aspects that affect the way a business carries on its practices and any lack of balance in this regard can impede the business progress substantially.

Woolworth: An Analysis of HRM Strategies

In the following, the implications and underlying results factors that shape the HRM and other strategic HRM practices (including vertical and horizontal alignments) are discussed in detail, with the example of Woolworth superstore.

INTERNAL FACTORS THAT INFLUENCE THE MANAGEMENT CHOICES OF HRM AT WOOLWORTHS

Woolworths is a renowned and eminent organisation in Australian retailing industry and has established a human resource department that pivots the efficacy and effectiveness of organisational employees’ management. The overall development of Woolworths is founded on the significant theories of Human Resource Management. Woolworths pursues the crucial resources throughout its procedures of recruitment, staff-matching to fill the gap according to business requirements, training, and retaining, and downsizing. There are a few certain internal factors that impact Woolworths’ selection and recruitment process that is elaborated in the following.

Policy and Rules for Recruitment: Evidently, rules and regulations regarding the organisation’s recruitment signify and underline the underlying business goals of Woolworths. In turn, organisational objectives and preferred policies and recruitment resources become the factor that clarifies the necessities of recruitment and influences the overall recruitment strategy of the organisation. Woolworths’ recruitment policy proffers a detailed framework to attain recruitment prospectus. The subject recruitment program of Woolworths focuses on filling the employment gap with best and competitive candidates. Throughout the process, the incorporation of fairness and strict adherence to the devised recruitment policy is assured.

Organisation’s Size: Phenomenally, the size of an organisation influence the selection and recruitment process to an exacerbated extent. For instance, if a large organisation is looking forward to expanding its operations, or to infuse another product line, in such case, it will surely increase its numbers of employees through the recruiting process. And in this context, Woolworths features a practical selection and recruitment procedural that is implemented whenever Woolworths aims for expanding its operations or launching new and innovative products into the marketplace. The well-developed rules and recruitment stratagem of superstores allow it to thrive and in successfully attracting and retaining the valuable customer base. Woolworths is a large organisation, but to compete in modern business dynamics, it always attempts to grasp the opportunity of expansion and strives to grow through the inauguration of new business ventures and product lines.

Cost Structure of Woolworths: Cost is the most significant and integral fragment of any business regardless of their size, nature and industry. The cost structures and availability, in turn, affect every department’s practices and also pose an impact on recruitment and selection preferences and procedurals. At Woolworths, the recruitment and selection are cost-effective processes and therefore before conducting such exercises management carefully analyses and evaluates all interrelated intricacies of the process. Woolworths has several superstores and convenience stores, and the further expansion strategies require ongoing recruitment for new employees to fill the gap, identified by need analysis.

Knowledge and Skills of Employees: Woolworths is a leading superstores chain and cherishes the idea of becoming a world-class, global name in the retailing industry. And therefore, Woolworth perpetually endeavours to accumulate an agile and smart workforce to cope with the ever-changing modern business environment. An apt and skilled workforce can support Woolworth to submerge in the depth of international business practice in an effective manner. Secondly, employees are known as the most precious and valuable asset of the organisation and their knowledge and skills areas impact the organisation performance explicitly. That is the reason Woolworths recruits best people that are evaluated and selected through their energy, merit, and experience bases and then assist Woolworths to attain its predetermined organisational objectives.

Human Resource Planning: In the absence of a well-devised human resource planning, no organisation can deal with the complications of the labour market and Woolworth is no exception. Similar to all other organisations, human resource planning is imperative for Woolworths too as it assists HR management in comprehending and conducting the gap analysis. It is mentioned above that Woolworths believes in the expansion and growth strategy, and therefore the overall process of analysing available and required employees’ gap is vital for its flawless operations. The gap analysis, in turn, clarifies the picture about the need for new recruitments and internal promotions and rotation.

Stakeholders of Woolworths That Influence the Management Choices in HRM

Every organisation has several stakeholders that influence organizational decisions and their patterns of practices. Such stakeholders include the owner, management, employees, suppliers, customers, logistics channels, wholesalers, retailers and unions as well as society. Woolworth has some stakeholders that can directly be affected by HRM practices.

Woolworths’ Owner

A business owner is the most direct entity, influenced by the HRM and other business practices immediately and more than anyone else. Consequently, the owner of Woolworths impacts the HRM practices (from recruitment to training and compensation) and emphasises on the methods that cost-effective and beneficial for the business’s prosperity.

Employees of Woolworth

Human resource management is all about employees and all the practices, strategies and policies revolve around them. Employees’ market and labour conditions of the market affect the pay and compensation patterns. Moreover, Woolworths needs to stay vigilant regarding the competitors’ compensation and HRM practices because the lack of coherence with market best practices can cost the organisation a fortune in the form of losing experienced and skilled employees.

Customers of Woolworths

Every business is in business because of its customers, and in the absence of customer-base no organisation can operate successfully and may face the peril of inevitable demise. In this regard, the customers are the king in the play of trade and everyone is there to fulfil their needs and specific demands. Employees are recruited and trained according to the unique framework of business and to satisfy the customers’ requirements. Take the instance of sales’ personnel of Woolworths; if the HRM policies and practices of the organisation do not pay attention to the specific training and other aspects of employees, no customer could indulge a satisfactory customer service. And in turn, lack of assistance and another selling aptness will boost the chances of fewer repeat customers that will eventually affect the overall profits and operational efficacy of Woolworths.

External Factors That Influence Woolworths Management Choices in HRM

External factors have a significant and prominent effect on all the business practices and such elements influence the HR practices, pay structures, compensations, labour environment, and other legal implications to a vast extent. In the following fundamental external factors that affect Woolworths’ human resource policies, employees’ recruitment and retaining programs are explained.

Economic Factors: Woolworths’ financial dimensions and other marketing operations affected by the economic factors and similarly the HR department has to consider the economic implications throughout its practices. The economy plays a vital and crucial role in devising recruiting and selection processes and their underlying outcomes. The economic situation of Australia is explicitly interconnected with the prosperity or loss of Woolworths. And all the recruitment and other HR practices, as well as expansion and growth stratagem of Woolworths, need to concern the economic situation of Australia before making any substantial decision.

Social Factors: Similar to economic dynamics, social factors too have a substantial effect on the selection and recruitment and other HRM process of Woolworths. Socially Woolworths necessitates a well-established, value-based and esteemed corporate culture. Moreover, externally, the social factors assert an utter need to establish a fair, merit-based policy so every candidate could explore a prejudice-free job opportunity at Woolworths. Besides, the idea of equal opportunity employers is also indispensable in this regard, because through such notion Woolworths can assure racism and sexism-free HR framework that is highly regarded in the societal perspective. Such factors develop loyal and long-lasting customers and employee base for an organisation and reflect on its profits radiantly.

Legal Factors: All business departments and of course the Department of Human Resource Management is bound to abide by the regulations, laws, and governmentally provided rules and regulations. Australia has its own body of legalisation that proffers an insight regarding labour and company laws and defines safety and procurement rules and highlights remedies in case of a breach. All the labour laws and international legal HR practices elaborate on the imperativeness of safe and equality-based organisational culture. Moreover, the labour laws of Australia assure privacy protection and legally safe working environment where data, necessary documentation, and other personal information of employees are safe and secured with the top management. Furthermore, the legal framework sustains that a workplace should be free of any discrimination in terms of genders and races, and in this context, all employees should be treated fairly and paid equally. Australian labour laws have set standard industry rates for underlying pays and wages and assure that all employees are getting paid with the applicable rate and frequency.

Political Factors: all the organisation either local or multinational are working within a particular external environment of a country. And every country features substantial and unavoidable political factors that play an integral rather spinal role in the practices of a business. In several cases, political influences tarnish the HRM practices of an organisation and the recruitment and selection process fall prey to the nepotism, and the company becomes an unfair job opportunity provider. Therefore, it is believed that in order to operate a smooth, fair, and just business, organisational HR should avoid the infiltration of politics into business. Woolworth practices a flat HR policy that is not contaminated by undue political influence and in due course all political aspects, legal regulations and laws are abided by the guideline provided by the government. Woolworths needs a smart, agile, and expert workforce team to enhance and expand its business operations and to launch new product lines. Therefore, it evades the peril of nepotism and recruits and selects employees only on pure merit basis.

Vertical Alignment Analysis of Woolworths Human Resource Practices

Human resource practices with the organisational strategic management process. Through the implication of vertical best-fit practices, an organisation strives to direct the efforts of Human resources practices in the direction of key initiatives of the business. Moreover, the core idea affirms the significance of the Human Resource System that is substantially interconnected with the contingency-based theory. The very conceptualisation, in turn, develops a general fit of different and diverse management strategies including HRS and aims for the attainment of long-term objectives. Woolworths pursues a comprehensive vertical alignment as its strategic management process is in perfect harmony with HR practices. Take the instance of its growth and expansion strategy, and it becomes evident that Woolworths recruits, selects, rewards compensate and trains its employees to fill the gap and to access the epitome of success through tireless performances.

On the other hand, the strategy of retaining and attracting customers is also associated with the overall HR process of Woolworths. Woolworths believes that employees and customers are both indispensable for its business and therefore it has developed a strategy to satisfy the needs of both factions. A satisfied and content employee, in turn, makes his ultimate efforts to fulfil the unique and particular demands of customers. The cycle, in turn, reflects on the asset’s gaining side of the balance sheet and boosts the popularity of business throughout the relevant industry and region.

Horizontal Alignment Analysis of Woolworths Human Resource Practices

Horizontal fit is the second most significant congruence of any business environment. Horizontal alignment asserts the need for concord between different human resource practices. Such harmonisation between homogenous activities can be achieved through a substantial allocation of resources. Phenomenally, horizontal fit implies that all the planning and actions of human resource department and management of resources have to be handy at the time of implementation so a vertical fit can be observed in an excessively successful manner. Woolworths performs a thorough gap analysis, as well as training needs analysis through which actual and required performances and the number of employees can be estimated almost accurately. Such analyses, in turn, allow Woolworths to generate employees’ inventory on the estimated required time and to train the current employees to cope with the upcoming challenges. The coherence among HR practices strengthens the overall business framework and sustains the vertical alignment that in turn makes Woolworths a flourish and leading business throughout the Australian retailing industry.

Conclusion

By analysing all the theoretical aspects and conceptualisation of factors that shape human resource management and strategic management, it becomes evident that vertical and horizontal alignments are important ideas in a business environment. The contemporary epoch of technological advancement and globalisation has altered and transformed the traditional and outdated business practices to their entirety. And the inclusion of Human Resource Management in the business framework has implicated several intricacies which are indispensable to address in order to attain maximum competitive advantages and to become a market leader in the industry. Human resource department is similar to other business departments such as marketing, financing, and logistic etcetera and therefore, carries similar importance in the overall development of an organisation. Without a strategy that binds all the functions, operations, and departments and practices of an organisation, no business can cope with the ever-changing dynamics of a highly competitive environment.

Moreover, it is evident that without considering all the internal and external factors it is impossible to augment or even sustain the efficacy of a business. The implication of these management principles is elaborated with the help of a practical example of an Australian giant retailing company Woolworths, that has a myriad of super and convenience stores and still follows a strong stratagem to expand its business through new ventures and launching of new and innovative products. It has also established its online presence along with a wide range of brick and mortars shopping spots. And such perpetual and persistent expansion requires an endless and adequate supply of relevant talent to deal with the newly established operations. And at such point, emerges the concept of effective and efficient human resource practices that provide workable and pragmatic tactics to develop a talent inventory in fulfilling the personnel requirements of Woolworths. Without the incorporation of human resource practices, Woolworths cannot be competitive effectively and determinedly in the industry and eventually will become a failure. Moreover, in this regard, it is vital to remember the idea of vertical and horizontal alignment that creates a harmony between internal and external factors of a business and establish the opportunity to attain maximum competitive advantages. The best fit and best practices in the area of Human resource provide the organisation with a chance to align all the business activity and direct them towards the achievement of a uniform goal of the business.

In a nutshell, it can be concluded that a business is like a ship and every individual and resource available on the vessel is purely dedicated to reaching a uniform destination. And to achieve a single, uniform, and harmonised objective, all departments of business should depict perfect binding and collaboration both on vertical and horizontal levels. Woolworths is religiously following the tactics of HRM practices and endeavouring to implement all agile and modern methods to its operations and human resource department that in turn substantiating it to become the market leader in the retailing industry. If Woolworths abides with the similar strategy in upcoming years, it will emerge as a global giant superstore business because it is pursuing the modern framework of success and thriving that will pay it off in the form of sheer fruition.

Reference

Armstrong, M. (2006). Handbook of Human Resource Management Practice. London: Kogan Page.

Alnabhan, O., & Alnabhan, O. (2006). The Different Models of Strategic HRM. https://www.academia.edu/11189754/The_Different_Models_of_Strategic_HRM

OUR STRATEGY. (2019). https://www.woolworthsholdings.co.za/overview/our-strategy/

Beer, M., Boselie, P., & Brewster, C. (2015). Back to the future: Implications for the field of HRM of the multistakeholder perspective proposed 30 years ago. Human Resource Management, 54(3), 427-438.

Chapter 3: Strategic HRM: ‘best fit’ or ‘best practice’. In Boxall, P. & Purcell, J. (2016). Strategy and humanresource management (4th ed.). Hampshire, UK: Palgrave Macmillan.

Chapter 3: The more fits the better. In Paauwe, J., &Farndale, E. (2017). Strategy, HRM, and performance: a contextual approach. Oxford University Press. (This book is available in eBook format.)

Clinton, M. & Guest, D.E. (2013). Testing universalistic and contingency HRM assumptions across job levels. Personnel Review, 42(5), 529-551.

Gratton, L. & Truss, C. (2003). The three-dimensional people strategy: Putting human resources policies into action. Academy of Management Executive, 17(3), 74-86. (Available on Blackboard – See Module 1)

Paauwe, J., &Boselie, P. (2003). Challenging 'strategic HRM' and the relevance of the institutional setting. Human Resource Management Journal, 13(3), 56-70.

Richey, T. (2013, February 15). Vertical vs. Horizontal Integration. https://www.youtube.com/watch?v=6e-s9c35igU

Samnani, A., & Singh, P. (2011). Stop-chasing best practices: Focus on fit for your HR function. People and Strategy, 34(1), 34-36.

Vaiman, V., & Brewster, C. (2015). How far do cultural differences explain the differences between nations? Implications for HRM.The International Journal of Human Resource Management, 26(2), 151-164.

The best fit. (2006, June 23). https://economictimes.indiatimes.com/the-best-fit/articleshow/1672521.cms?from=mdr

Lundy, O. & Cowling, A.G., 2004. Strategic human resource management, London: Thomson Learning.

Harney, B. (2016) “Contingency Theory” in Johnstone, S. and Wilkinson, A. (2016) An Encyclopedia of Human Resource Management, Cheltenham: Edward Elgar, pp. 72-73

Harney, B. (2016) ‘Contingency theory’ in Johnstone, S. and Wilkinson, A. (2016) An Encyclopedia of

Human Resource Management, Cheltenham: Edward Elgar, pp. 72-73

Harney, B. (2016) ‘Contingency theory’ in Johnstone, S. and Wilkinson, A. (2016) An Encyclopedia of

Human Resource Management, Cheltenham: Edward Elgar, pp. 72-73

Harney, B. (2016) ‘Contingency theory’ in Johnstone, S. and Wilkinson, A. (2016) An Encyclopedia of

Human Resource Management, Cheltenham: Edward Elgar, pp. 72-73

Analysis Of HRM-related Issues And Their Solutions

Analysis of HRM-Related Issues And Their Solutions

[Name of the Writer]

[Name of the Institution]

Analysis of HRM-Related Issues And Their Solutions

Executive Summary

Nando’s is a famous chain of restaurants having more than 1000 branches all over the world. The nature of the restaurant is of a franchise. The restaurant has an estimated over 30,000 employees. The report describes the mission, vision and value statement of the franchise. The report also identifies issues that are faced in HRM. Additionally, the report suggests ways to solve these issues. The issues that are highlighted in this report are human resource planning, recruitment and diversity. In the face of growing turnover due to the employees seizing upon bigger and better opportunities, human resource planners are faced with the issue to maintain a steady pool of employees. Recruitment in today’s world is particularly a difficult job. From job posting to hiring the right and a qualified candidate is indeed a task that demands transparency from the end of hiring managers. Lastly, maintaining diversity in the workplace is essential for any organization to thrive in a challenging world of today.

Contents

TOC \o "1-3" \h \z \u Selecting a Workplace PAGEREF _Toc10958696 \h 4

Mission Vision and Value Statement PAGEREF _Toc10958697 \h 4

HRM Related Issues in the Workplace PAGEREF _Toc10958698 \h 5

HR Planning PAGEREF _Toc10958699 \h 5

Recruitment PAGEREF _Toc10958700 \h 6

Diversity PAGEREF _Toc10958701 \h 7

Conclusion PAGEREF _Toc10958702 \h 8

Selecting a Workplace

The field that has been chosen for this report is hospitality. The restaurant in the discussion is Nandos. Nando’s is a Portuguese/Mozambique-themed restaurant that started in 1987 in South Africa. Till now Nando’s has spread over thirty-five countries having more than one thousand branches.

Mission Vision and Value Statement

The mission statement of the Nando’s restaurant is following. “Our mission at Nando’s is to always deliver Nando’s experience to our customers”. The Nando’s experience is taking the customer to a whole new journey of discovery. Nando’s experience is all about experiencing the traditional hospitality. Customers would experience the unique tastes from Portugal.

The vision statement of Nando’s is following. “Our vision is to be the premier provider of chicken to our customers with superior product and outstanding services.”

The value statement of Nando’s is following. To uphold paramount standards of brilliance for service and food. In making sure of that, we are dedicated to hiring staff that share the same values as ours. These values are respect, integrity, quality, hospitality, teamwork, enthusiasm and gratitude.

HRM Related Issues in the Workplace

Ever transforming business landscape suggests there are ample human resource management issues that would continue to crop up in years to come. Human resource management issues reduce productivity, decrease employee morale, and curb a business from expanding. HRM professionals are a vital component of any business. Whether it is a small business or a large corporation, the role of HRM professionals is undeniable. HRM professionals, along with the rest of their tasks, make sure to assist employees with their requests and address compliance issues routinely. Of all the issue arising in the HRM, HR planning, Recruitment and diversity are of particular importance. These issues are further analysed in this report.

HR Planning

Human resource planning (HRP) is the continuous process of systematic planning ahead to achieve optimum use of an organization's most valuable asset—quality employees (Kispal-Vitai & Wood, 2018). In order to ensure the organization or the corporation does not run short of manpower or does not accumulate a surplus, human resource planning is done. Human resource planning ensures that the organization stays productive and profitable. Human resource planning enables corporations and organization to plan for the future. For instance, maintaining a supply of relevant employees. Human resource planning enables companies to recognize their needs and plan before time to address those needs. To meet the short term staffing challenges, human resource planning should be adaptable to an evolving environment (Kispal-Vitai & Wood, 2018). Human resource planning initiates from assessing the current volume of human resources. There are multiple challenges and issue that arise in human resource planning. For instance, an employee contracting flue, or an employee getting promoted, or an employee going on a long vacation, demands from human resource professionals to ensure that best fit and relevant employees are always available. Running short on employees or accumulating a surplus of employees is avoided by human resource planners. In order to ensure the smooth flow of operations in the organization, HR planners are tasked with some objectives to reach. These objectives are:

Find and hire relevant and skilled employees

Train new employees

Manage absent employees

Dealing with conflicts amicably

Promote employees

The best decision a company can take is to invest in human resource professionals (Kispal-Vitai & Wood, 2018). In a hospitality business, the need for human resource planners is immense. There is frequent turn over of employees as they find bigger and better opportunities. Human resource planners make sure they get in newer staff that has relevant experience and suitability for the job. Training employees is another key aspect of human resource planners in the hospitality business. This suggests that the role of human resource professionals is indispensable. The issues arising in human resource planning are dealt with by human resource planners in a way that productivity and profitability of the organization do not decrease.

Recruitment

In order to recruit for only a handful of posts, human resource managers have to go through hundreds of resumes of the applicants (Horak, 2017). Human resource managers often have to make hirings quick. They have to verify and validate the credentials of the hired candidate. These are some of the issues that human resource managers face while recruiting. To gain a broader understanding of the challenges and issues faced by human resource managers, the issues are explained further. After a job vacancy is posted online. Thousands of candidates that are not relevant to the post may also apply against that opening. In order to attract the right candidates, human resource managers need to be precise, concise and specific regarding the job posting (Horak, 2017). Another issue faced by human resource managers is to engage with the candidates that are rightly qualified. Candidates that have acquired unique and rare skills are contacted comprehensively by various human resource managers at the same time (Horak, 2017). In order to attract the candidate, human resource planners have to be aware of the motivation of the candidates. In this way, the right candidate could be lured away from their current employer. With rapidly growing and evolving businesses, empty or vacant seats means that they are costing the organization. That is why human resource managers are faced with an issue of hiring a newer candidate as quickly as possible. With fast recruiting comes a stigma of nepotism. It is widely believed the notion that human resource managers favour candidates that are related to them in any way. Although human resource managers are legally bound in some countries to ensure fair hiring process, maintaining transparent hiring often proves to be fruitful for the organization (Horak, 2017).

Diversity

The world's expanding globalization pattern demands more collaboration between individuals from various societies, cultures, and beliefs than the past (Bhattacharya, 2016). Today, individuals do not live and work in a protected and insulated work centre (Bhattacharya, 2016). Actually, they are currently part of an around the world economy with rivalry originating from almost every point of the globe (Bhattacharya, 2016). Consequently, organizations should be available to change and acknowledge the idea of diversity to turn out to be increasingly inventive. In day by day discussion, the expression of "diversity" has the importance of contrasts or variety (Bhattacharya, 2016). In any case, in the business world and in the business journals, diversity frequently alludes to the numerous distinctions present among individuals today in the working environment just as the commercial centre that was not aware of the diversity before. Diversity is regularly alluded as recognizing, understanding, tolerating, esteeming, and commending contrasts among individuals as for age, class, ethnicity, sex, physical and mental capacity, race, sexual direction, profound practice, and open help status for better work environment execution (Bhattacharya, 2016). The term diversity demonstrates the usage of procedures or arrangements to weave a system of people from various background together into a dynamic work power.

Conclusion

Taking into account the discussion above, one can conclude that there are multiple issues related to human resource management. In order to make sure the organization does not run in losses, human resource managers manage the operations of the organisation in a way that that the organization does not suffers due to its human resources. Considering an example of human resource planning required for managing the smooth flow of operations, it can be deduced that human resource planning is a comprehensive process. Although it requires large costs to hire top quality human resource managers, the results it can bear are uncountable. Next issue that human resource managers encounter in their duties is recruitment. The recruitment process is a challenging process for both the human resource manager and the candidate. Human resource managers have to post jobs and announce vacancies on the right platforms. Posting a job with a clear and concise description would attract the relevant candidates. Failing to do so can result in making the hiring process longer. Another issue related to hiring is transparency during the recruitment phase. Failing to make the hiring process fair and transparent render the entire process questionable. Lastly, the importance of diversity cannot be denied. Be it gender, cultural, racial or ethnic diversity. In order for an organization to thrive, it should promote diversity. Diversity fosters tolerance, acceptance, and embracing people coming from various backgrounds. Organizations that fail to observe diversity in the workplace are often subjected to detrimental consequences.

References

Bhattacharya, T. (2016). Diversity at Workplace and in Education. In Interrogating Disability in India (pp. 39-64). Springer, New Delhi.

Horak, S. (2017). The informal dimension of human resource management in Korea: Yongo, recruiting practices and career progression. The International Journal of Human Resource Management, 28(10), 1409-1432.

Kispal-Vitai, Z., & Wood, G. T. (2018). HR planning: Institutions, strategy, tools and techniques. In Human Resource Management (pp. 238-261). Routledge.

Analytical Summary

ASP

Submitted to

Dr. Glen Blackstone

in Partial Fulfillment for the Requirements of

WED 465

Fall 2019

Southern Illinois University

Workforce Education and Development

Pensacola, FL

by

Austin Somerville

Austin Somerville

WED-465

Analytical Summary Paper 1

September 4, 2019, Analytic Summary paper # 1

Farndale, E. (2009). The role of the corporate HR function in global talent management. Journal of World Business 45 (2010) 161-168.

The most important point in the article

The most important point of Frandale’s article is a reflection on the change in requirement for organization due to presence of great number of Multinational Corporation around the globe. Being a part of global business arena, human resources have to extend their perspective of organization.

Evidence supporting the main points

In the article, the complexity of corporate human resources is observed with the help of comparative analysis with traditional human resources. Diagram provided in the article shows the role of cooperate human resources as compared to traditional human resources.

Support of findings from this article

Managers of an organization should be groomed for dealing with new global challenges. The grooming of managers depends on the human resource team for the betterment of an organization. To manage global talent, an organization has to use advanced information system. A person selected to be a part of global talent management should be able to cover the cultural differences between countries.

Employees should be able to perform well under network leadership and intelligence. Network leadership helps workers to perform well within external and internal boundaries.

The last aspect relates to the ability of the organization to bring international labor into their domestic business. This may also include the use of technology to create a virtual workplace that does not require physical presence of HR anymore.

Assumptions

According to the article, the traditional HR will be replaced by the global talent management and HR function will be outsourced, restructured and downsized over a period of time. There will be a consistent demand for the skilled workforce, and supply of talent will also remain consistent. Modes of acquiring talent may change over time.

Practical implication

The 3m corporation has its head office in the US and subsidiaries in Saudi Arabia and Turkey. This presents us with the implementation of all the aspects of model presented in this article.

New Concepts

The emergence of digital workspace is a new concept that has been discussed. There will be less and less human resources needed to run the organizations in future especially with the global talent available to companies.

Questions

What is the impact of changing technology on human resource development in an organization?

What are the strategies needed by the human resource department to cater the changing technologies?

Analytical Summary Paper 2

September 4, 2019, Analytic Summary paper # 2

Edmondson, A. C., & Harvey, J. F. (2017). Cross-boundary teaming for innovation: Integrating research on teams and knowledge in organizations. Human Resource Management Review, 1-11.

The most important point in the article

In this article, the pros and cons of cross-boundary teams are discussed. It is stated that teams which have to share knowledge across boundaries are the hardest to manage. These boundaries may be within the departments or outside of the organization. The formation process of such teams is also discussed in the article.

Points supporting the main theme

Team development has been studied in light of input, process, and output heuristic presented by McGrath. Some recent researchers have studied these processes, and how these occur in a cyclical manner. Studying team effectiveness is also an important part of the team formation process because researchers have to see which teams were the most effective ones and how were they formed.

Support or contradiction from other studies

The article discusses the various aspects of knowledge sharing across teams. knowledge diversity amongst teams can benefit them in attaining their goals more effectively. All the team members will bring different kind of knowledge in team.

Assumptions

The major assumption of this article is that teams are an effective way to complete various tasks at the workplace. The second assumption is that cross boundary teams will share knowledge within their members better than the teams formed from same department.

Practical Experience

As far as my practical experience is concerned, it is very hard to work in teams that have been formed across various borders. In fact, sharing knowledge is not the problem but there were many other barriers that have to be overcome. The major barrier is the language faced by teams that are formed across geographical borders.

New Concepts

Knowledge has to be considered in terms of language, interpretation, and interests. While considering teams, there are different contexts that have to be studied namely environment, task, time and leadership.

Questions

How knowledge is crucial for developing cross-boundary teams?

How does knowledge affect the human resource department?

Reference

Farndale, E. (2009). The role of the corporate HR function in global talent management. Journal of World Business 45 (2010) 161-168.

Edmondson, A. C., & Harvey, J. F. (2017). Cross-boundary teaming for innovation: Integrating research on teams and knowledge in organizations. Human Resource Management Review, 1-11.

Analytical Summary

ASP 1

Submitted to

Dr. Glen Blackstone

in Partial Fulfillment for the Requirements of

WED 465

Fall 2019

Southern Illinois University

Workforce Education and Development

Pensacola, FL

by

30 August 2019

WED-465

August 30, 2019, Analytic Summary paper # 1

Edmondson, A. C., & Harvey, J. F. (2017). Cross-boundary teaming for innovation: Integrating research on teams and knowledge in organizations. Human Resource Management Review , 1-11.

The most important point in the article

In this article, pros and cons of cross-boundary teams are discussed. It is stated that teams which have to share knowledge across boundaries are the hardest to manage. These boundaries may be within the departments or outside of the organization. The formation process of such teams is also discussed.

Points supporting the main theme

Team development has been studied in light of Input-process-output heuristic presented by McGrath. Some recent researchers have studied these processes and how these occur in a cyclical manner. Studying team effectiveness is also an important part of the team formation process because researchers have to see which teams were the most effective ones and how were they formed. Team members are the ultimate people who have to perform the given tasks, thus, individual staes during team formation.

Support or contradiction from other studies

As discussed in start, this article is about the various aspects of knowledge sharing across teams, knowledge diverstiy among teams can benefit them in attaining their goals more effectively. All the team members will bring different kind of knowledge in team. There has been variant conclusions from past researdhes in this regard.

Assumptiions

The major assumption of this article is that teams are an effective way to complete various tasks in work place. The second assumption is that cross boundary teams will share knowledge within their members better than the teams formed from same department.

Practical Experience

As far as my practical experience is concerned, it is very hard to work in teams which have been formed across various borders. In fact, sharing of knowledge was not the problem but there were many other barriers which have to be overcome. The major barrier faced by us was the language barrier when teams were formed across geographical borders.

New Concepts

Knowledge has to be considered in terms of language, interpretation and interests. While considering teams, there are different contexts which have to be studied namely environment, task, time and leadership.

Questions

What role does knowledge play in formation of cross- boundary teams?

What impact does knowledge or lack thereof has on the various HR roles?

August 30, 2019, Analytic Summary paper # 2

Farndale, E. (2009). The role of the corporate HR function in global talent management. Journal of World Business 45 (2010) 161-168.

1. The most important point in article

The requirements for organizations have changed as there have been more and more multinational corporations working around the world. Human resource people have to see an extended view of organization because it becomes a part of the global business arena.

Evidence supporting the main points

The roles of corporate human resource have been shown as being more complex as compared to traditional human resource roles. The diagram shown by author shows that corporate human resource has different roles to play.

Support of findings from this article

First requirement for the corporate human resource is that managers are groomed to tackle the global challenges. Grooming is not confined to the human aspect only in this context but to the various systems run in the organizations to help human resource work effectively. There is an increased need for organizations to use enhanced information systems and other processes to ensure that global talent is managed properly.

Guardians of culture show the ability to adapt to different cultures when organizations go across geographical boundaries. A person selected to be a part of global talent management should be able to cover the cultural differences between countries.

Network leadership and intelligence means that the employees should be able to make working bonds both externally and internally. This will enable the workforce to use these connections when there is some particular need.

Last aspect relates to the ability of the organization to bring the international labor into their domestic business. This may also include the use of technology to create a virtual work place that does not require physical presence of HR anymore.

Assumptions

It is assumed that the traditional HR will be replaced by the global talent management and HR function will be outsourced, restructured and downsized over a period of time. There will be consistent demand for the skilled workforce and supply of talent will also remain consistent. Modes of acquiring talent may change over time.

Practical implication

The 3m corporation has its head office in the US and subsidiaries in Saudi and Turkey. This presents us with the implementation of all the aspects of model presented in this article.

New Concepts

The emergence of digital work space is the new concept that has been discussed. There will be less and less human resources needed to run the organizations in future especially with the global talent available to companies

Questions

What are the implications of changing technology for the HRD aspects in organizations?

How will the corporate human resource cope with the above changes?

Any

Job Description for an entry-level Accounting position

Kartesh Patel

Institutional Affiliation(s)

Author Note

Job Description for an Entry-level Accounting Position

Position

Entry Level Accountant

Qualification and Experience

High School or Equivalent degree in Accountings, Economics, Commerce or Business. Working knowledge of Quick Book and Microsoft Applications is also required

Job Description

Oversee the accounting tasks, which includes operating and augmenting the accounting system for different complex and inter-related applications of the DVA.

Oversee budget accounting and, as required, exercise commitment about fiscal and accounting related actions which might involve the RO’s resources and accounts.

Assist in making and administrating the financial budgets, enforce submission with accounting principles and maintaining all series of the accounting records.

Conduct an internal audit of the company from time to time, or as required and authenticate audit for verifying the validity and accuracy of accounting records and information.

Responsible for creating and monitoring a system of the company’s controls to prevent over-obligation of funds.

Report to management about any omissions or misstatements of obligations.

Develop and implement electronic applications and spreadsheets.

Preparing RO and SAOs for internal control appraisals and for division reports.

Analyzing accounts, furnishing information for management.

Serve as either primary or alternate liaison with a different organization.

Serves as ALAC POC within the RO.

Liaison with staff in the Finance section, division supervision, and management, as well as other RO managers and supervisors.

Liaisons with Treasury Regional Disbursing Office, IT Centers and/or Treasury Disbursing Centers, Federal Reserve Bank, GAO, and VACO.

Receive, analyze and interpret regulatory, fiscal, and accounting directives issued by VACO, the Comptroller General, Treasury, OMB, etc.

Performs other duties, as assigned.

Salary

Market Competitive.

Application Paper

Application Paper

[Name of the Writer]

[Name of the Institution]

Application Paper

Introduction

In the tough times of competition nowadays, every organization tries to stay ahead of its competitors, in order to grab the maximum market share and maintain its goodwill in the market. To achieve this purpose, every department of the organization should work in complete cohesion and harmony. No matter what function a department is performing, its individual goals need to be completely in sync with the organizational goals and objectives so that the company can make progress and grow.

An organization acts like a body and various departments in it work like vital organs. All of them are equally important for the smooth and proper functioning of the company, whether its finance department, sales team or the marketing department. In today's dynamic world of business, it is not enough to just keep the customers and stakeholders happy but to keep the employees satisfied as well (Cascio, 2016). There are multiple procedures and practices that are adopted by the managers to keep their employees satisfied and even delighted at the workplace so that they can feel excited to work for the organization, no matter how hard or boring the job is.

Discussion

Managing people is an art; it is a job that is not mastered by all. Moreover, the employees are considered the most important asset of any organization, it is extremely important to keep them happy and satisfied, so that they can work whole-heartedly towards the achievement of the organizational goals. Many companies fail in this practice, and thus, they have to bear grave consequences for it, in the form of negative employee behavior. Employees working in such an organization take their job very casually and do not focus on their professional goals (which are ultimately the goals of the organization). Moreover, these dissatisfied employees exhibit regular absenteeism and such organizations experience high levels of turnover. All these attitudes and behaviors bring damage to the organization in the longer run, in terms of loss of customers, lower levels of profits and a blow to the reputation of the company in the market.

A good manager knows very well how to keep his or her employees happy and engaged in the workplace so that the employee can feel motivated and work with the organization for a longer period of time. These practices are generally known as Employee Management Practices and all the good organizations adopt them, whether working at a local level or whether entertaining the global domain. The current course taught us many important concepts and valuable insights regarding how to manage people at your organization, successfully and effectively. Some of the most helpful or effective Employee Management Practices have been described as follows:

Keep the Lines of Communication Always Open

One of the most important techniques in the practices of human resources, to keep the employees satisfied and retained for a longer period of time, is keeping the lines of communication open and reachable for all. The managers of all the good and successful organization practice it and thus achieve many great heights (Goffin, & Mitchell, 2016). The organizations, where employees are allowed to share their problems and issues openly with the management, achieve much better levels as compared to those companies that do not allow their employees to communicate frankly. This process of communication is not only limited to the sharing of problems, but this notion also refers to the sharing of ideas and opinions as well in an open but respectable and professional manner.

The main essence of keeping the lines of communication open does not mean that the communication should only flow from the employee’s side towards the management, but also from the management’s tables towards the employees. The managers and supervisors should keep sharing the information and the feedback with the employees on a regular basis so that any flaw or lacking in the performance or behavior of the employee can be timely corrected. Moreover, this practice is also very necessary in order to communicate the feedback regarding the overall performance and impart information about the various ongoing processes in the organizations.

In my opinion, a manager or leader should keep this important aspect of communication in mind while devising the strategies and policies for their department, so that the employees can share their problems and issues without any fear. Same should be the procedure adopted in the case of the sharing of information like ideas, concepts, and opinions. The channels of communication should always be kept clear an open and honest and transparent exchange of information should take place.

Regular Rewards and Incentives

One of the other successful and extremely effective approaches is the use of rewards. Rewards are the primary source of motivation for any employee. There are mainly two types of rewards, extrinsic and intrinsic rewards. Extrinsic rewards refer to tangible awards that are in the form of some sort of upheaval in the current situation. Most of the times, such kinds of rewards include monetary rewards like increment in the current salary or bonuses. Intrinsic rewards refer to the types of rewards that cannot be seen or touched but hold great value in lifting up the spirit of the employee. Intrinsic rewards mostly consist of verbal or written appreciation and a little more autonomy to make own decisions.

No matter what kind of reward is being served to the employee, it should be based on the needs and demands of an employee and should justify the level of hard work and p0erformance that he or she has put into the task. The distribution of these rewards should be done on the basis of the idea that the employee becomes more motivated and works wholeheartedly towards the achievement of the departmental as well as the organizational goals (Noe, Hollenbeck, Gerhart, & Wright, 2017). Two theories of management can prove to be of great use while deciding for the distribution of rewards and incentives among the employees. These theories are Maslow’s Need Hierarchy and Expectancy Theory.

This importance of this approach r practice is also very evident through the material taught in the current course HRCU 600. Being a leader or a manager, I would focus on the need aspect of the employee performance and design the reward policy according to that. I would also keep the various theories if motivation, especially Maslow’s Need hierarchy and Expectancy theory in consideration and provide the benefits according to that.

Be a Leader, Not a Boss

Another very effective method used by many successful business managers is adopting the right kind of leadership style. It a well-known fact that the success of any department or any organization is not the job of a single person. In fact, it is a team effort, and the manager or the head of the department as the captain of the team. The managers try to maintain a sense of balance and harmony in the whole team and keep it bonded together so that the team can work in cohesion towards the achievement of the goals.

In order to achieve all these purposes in an effective and successful manner, the manager should focus on being a leader, not a boss. A leader does not only motivate his or her followers but also guides them in all respects of teamwork (Aga, Noorderhaven, & Vallejo, 2016). A good leader, whether inside or outside the organizational context, does not only issue the order to their subordinates but also sets an example for them by doing the task themselves.

Every business manager who has achieved greatness has implemented these techniques in their life and career. Any manager who uses these practices ultimately becomes people’s favorite and the employees feel pleasure in working for the organization under the supervisor of such a person. In my personal opinion, and what I have learned from the course material is that the nature and personality of the manager matters a lot in this respect. The designing, maintenance, and implementation of effective employee management, so that they can perform well at their current job role and stay in the company for a longer period of time.

Conclusion

In short, it can be concluded that managing people and teams in an effective manner is a very tough task and requires a lot of skill and patience, but with the right kind of practices and procedures, this tough task can be converted into a piece of cake. A manager can increase the effectiveness of these practices by creating a culture of trust and strong cohesion in the team. A manager should focus on being a good leader and a mentor instead of being a boss. In addition to this, a manager should keep all the possible channels of communication open for the employees so that a smooth, clear and transparent flow of information can be ensured from both sides. Effective leadership also demands that the manager or leader should provide feedback on a regular basis so that the employees can get a chance to bring improvement in their behavior and performance and flaws can be catered in a timely manner.

References

Aga, D. A., Noorderhaven, N., & Vallejo, B. (2016). Transformational leadership and project success: The mediating role of team-building. International Journal of Project Management, 34(5), 806-818.

Cascio, W. F. (2016). Managing human resources. McGraw-Hill.

Goffin, K., & Mitchell, R. (2016). Innovation management: effective strategy and implementation. Macmillan International Higher Education.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Are Socrates And Fayol Still Relevant?

Reflective Essay

Socrates theory:

Information just like the rest of mankind goes through an evolution phase. If someone says that we would not be at the place where we are now if it were not for the Greeks then it would probably go unchallenged. With that said, if one says that the same knowledge that people like Socrates, Plato and Aristotle discovered should not be altered with and implemented as it is in the world of management, then that would be quite controversial and impractical. It needs to be said that yes, the contribution of the Greeks especially the big three, Socrates, Plato and Aristotle are unparalleled but that should not make us obsess with them ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"lI4Czg8W","properties":{"formattedCitation":"(Bragues, 2007)","plainCitation":"(Bragues, 2007)","noteIndex":0},"citationItems":[{"id":259,"uris":["http://zotero.org/users/local/DTmO0ro3/items/KK4UESDK"],"uri":["http://zotero.org/users/local/DTmO0ro3/items/KK4UESDK"],"itemData":{"id":259,"type":"report","abstract":"Socrates is said to have brought philosophy down from the heavens to the earth and is thereby recognized as the founder of Western moral and political philosophy. But in launching this subject, did the 5th century BC Greek philosopher also inaugurate the study of management and business ethics? Our answer is yes.","event-place":"Rochester, NY","genre":"SSRN Scholarly Paper","language":"en","number":"ID 997057","publisher":"Social Science Research Network","publisher-place":"Rochester, NY","source":"papers.ssrn.com","title":"Socrates on Management: An Analysis of Xenophon's Oeconomicus","title-short":"Socrates on Management","URL":"https://papers.ssrn.com/abstract=997057","author":[{"family":"Bragues","given":"George"}],"accessed":{"date-parts":[["2020",1,28]]},"issued":{"date-parts":[["2007",6,1]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Bragues, 2007). We should take what is useful from their body of knowledge and then move on the things that are implementable in the modern world.

Socrates, one of the big three thinkers of his time, gave a theory on effective management, which, in my opinion is no longer applicable. He posited that an effective manager can be an effective leader in any field of life ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"CChgAGyy","properties":{"formattedCitation":"({\\i{}Socrates As Management Consultant?}, n.d.)","plainCitation":"(Socrates As Management Consultant?, n.d.)","noteIndex":0},"citationItems":[{"id":261,"uris":["http://zotero.org/users/local/DTmO0ro3/items/R8AZNBZU"],"uri":["http://zotero.org/users/local/DTmO0ro3/items/R8AZNBZU"],"itemData":{"id":261,"type":"webpage","abstract":"<p><strong>GENEVA</strong> — Imagine yourself in the office of a senior executive o...","title":"Socrates As Management Consultant? Why Executives Are Embracing Philosophy","title-short":"Socrates As Management Consultant?","URL":"https://www.worldcrunch.com/business-finance/socrates-as-management-consultant-why-executives-are-embracing-philosophy","accessed":{"date-parts":[["2020",1,28]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Socrates As Management Consultant?, n.d.). According to his thesis, a person who is an effective manager can be, at the same time, an effective military leader. In my opinion, this is a bit of a stretch, as being a military leader is a completely different ball game. Being a military leader is not a management job but you actually need to be an effective leader to be a good military leader. Your interactions with soldiers in difficult times can sometimes be indicative of how good of a leader that man is. In my understanding of being a leader, yes effective management is an important skill for military leaders but that is not the only skill that is required. Being a good soldier, soldiering on even when death feels certain and never giving up in the face of odds are, in my opinion, the making of a good military leader. The leader sometimes, needs to lead from the front especially when faced with despairing odds. Socrates bases his theory on his interactions with a soldier and that makes his theory highly subjective and that, is also a reason, which in my opinion should be considered when making a decision on who is a good military leader and who is not.

From a modern management perspective, the implementation of this theory is seen in the hiring process sometimes. When hiring a new manager, if the respective candidate has management experience in some other domain, he or she is still considered for the job and the common concept that is upheld is that people who can manage in one field will be good managers overall. In my opinion, this assumption is flawed as every field requires a different set of skills. The support chain and workflows differ which require a deep and robust understanding of the issues that may come up from within the workflow. A manager from another field might learn these things if trained properly but if the main requirement is that he will come in and improve the workflow then that might be a difficult proposition.

Henri Fayol

Moving on to the contemporary world, Henri Fayol was the director of a French mining company who lived in the 19th and the 20th century, wrote up the extensive theory of management which remains relevant to this very day. His writings form the foundation of modern study of management. In his conceptualization of the principles of management, the main core of the subject can be divided into five main subjects ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"EQ5Jg8LG","properties":{"formattedCitation":"({\\i{}Henri Fayol\\uc0\\u8217{}s Principles of Management}, n.d.)","plainCitation":"(Henri Fayol’s Principles of Management, n.d.)","noteIndex":0},"citationItems":[{"id":262,"uris":["http://zotero.org/users/local/DTmO0ro3/items/8LDEME65"],"uri":["http://zotero.org/users/local/DTmO0ro3/items/8LDEME65"],"itemData":{"id":262,"type":"webpage","abstract":"Henri Fayol's 14 Principles of Management for one of the earliest management theories. Discover its impact on today's management techniques.","language":"en","title":"Henri Fayol's Principles of Management: Early Management Theory","title-short":"Henri Fayol's Principles of Management","URL":"http://www.mindtools.com/pages/article/henri-fayol.htm","accessed":{"date-parts":[["2020",1,28]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Henri Fayol’s Principles of Management, n.d.). They are explained below.

Forecasting and planning: One of the very first aspects of starting a new business or even carrying an old one into the new year is the collection of relevant data. The relevant data can vary from surveys to marketing feedback to the sales data and the revenue data from last year. This part of the management procedure take most of the time and is often, the most expensive. The modern fields of data analysis and data science which are assumed to be paying the highest are focussed on this part of the business management. Many a times, big companies plan to come to a country due to a positive result due to the analysis of data collected from that particular country. Similarly, countries leave or close business in a country on a similar criteria.

Organizing: The building up of material and human resource is included in this part of the business. In terms of the success of the business, this part of the company needs to be on point. This part of the project, on most occasions decides if the project and the business will be a successful one or not.

Commanding: This is the job of the higher management forms the third category of the five parts of business management.

Coordinating: This part of business management is, one of the most discussed and important parts. Many a times, specialized people are hired to make the workflow smoother and the coordinating activities work in between the organization.

Controlling: This portion of business management can be a bit of a headache as a smooth workflow can hardly be predicted and controlled. The implementation of certain policies from a management perspective is also a part of this portion. Generally, the controlling is done by the people of the higher management.

Works cited:

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Bragues, G. (2007). Socrates on Management: An Analysis of Xenophon’s Oeconomicus (SSRN Scholarly Paper ID 997057). Social Science Research Network. https://papers.ssrn.com/abstract=997057

Henri Fayol’s Principles of Management: Early Management Theory. (n.d.). Retrieved January 28, 2020, from http://www.mindtools.com/pages/article/henri-fayol.htm

Socrates As Management Consultant? Why Executives Are Embracing Philosophy. (n.d.). Retrieved January 28, 2020, from https://www.worldcrunch.com/business-finance/socrates-as-management-consultant-why-executives-are-embracing-philosophy

Article Critique

Article Critique

Your Name (First M. Last)

Date

Article Critique

The research article “Moving Beyond the Critical Synthesis: Does the Law Preclude a Future for US Union” by Hurd, R.W. (2013) is one significant research approach to attain the better understanding about the labor union scenario prevails in the country. It is worthy to mention that this piece of reflection provides better insights into the functioning of unions in an organizational setting. The author of this reflective article critically explores the idea of union declines and ineffective revival efforts. Here the particular focus is to analyze the article provided by Hurd to accomplish insights about the future of U.S. unions and the anticipated future of the working class of the country.

A comprehensive review of the article reveals that the main point of this certain research work is to analyze the argument developed by Tomlins about the labor relations aspects and the noticeable consideration of New Deal reformers. The author of this research article focused on illustrating the foundation of a set relevant to the idea of legal rules and different institutional hurdles to achieve targets appropriately. The main idea of the position of a labor union in the country developed by Tomlins is further explained by the author with the objective to provide better explanations of this specific argument.

The existence of labor unions in the country is discussed by the researcher with the focus on the legal prospects related to this development. The author validates this main point with the help of various related arguments. The revised perspective of the argument developed by Tomlins is mandatory to make effective inferences about the changing feature of labor unions and its association with the National Labor Relations Act (NLRA). Proper evaluation of the concept of developments in the union strategies over the years is necessary to explore better understanding about the main point of argument. The author of this article also provides an argument that it is also mandatory to recognized and established the facet of labor law reforms referring to the active role of unions as the political indicators ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"j6oFFBtZ","properties":{"formattedCitation":"(Hurd, 2013)","plainCitation":"(Hurd, 2013)","noteIndex":0},"citationItems":[{"id":598,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/2RRXRRB8"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/2RRXRRB8"],"itemData":{"id":598,"type":"article-journal","title":"Moving beyond the critical synthesis: does the law preclude a future for US unions?","container-title":"Labor History","page":"193-200","volume":"54","issue":"2","author":[{"family":"Hurd","given":"Richard W."}],"issued":{"date-parts":[["2013"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Hurd, 2013).

It is important to explore and explain that different arguments provided by the author ultimately successfully helps to determine the main point about the labor union reforms. The influential role of labor unions is investigated by referring to many different aspects and practical implications. An important argument provided by the author concerning to the main approach of Tomlin’s thesis is that the paradigm of New Deal can only be recognized as the fake form of freedom for the labor structure of the country. It is viable to judge this specific argument by evaluating the actual working conditions and the operations of the labor unions. The author of this article examines this main idea through the identification of working domains in the organizations. The approach of the strategic planning process is addressed by the researcher to provide better inferences about the changing working conditions and the role of labor unions. It is important to indicate that the declining spectrum of the role of the union ultimately influences the performance level of the workers ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"xyo3jTHF","properties":{"formattedCitation":"(Wachter, 2014)","plainCitation":"(Wachter, 2014)","noteIndex":0},"citationItems":[{"id":599,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/S89CH8GL"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/S89CH8GL"],"itemData":{"id":599,"type":"article-journal","title":"The Striking Success of the National Labor Relations Act","container-title":"Regulation","page":"20","volume":"37","author":[{"family":"Wachter","given":"Michael L."}],"issued":{"date-parts":[["2014"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Wachter, 2014). The moral of the working class is closely linked with the operations of the labor unions referring to the adoption of strategies to maintain a balanced working domain.

The decline of the labor density over the years also influence the workers’ approach to their organizational tasks and responsibilities. Ineffective role of unions eventually become the reason of frustration for the individuals who involve in the whole scenario as the important stakeholders. The working approach of workers is also affected by the detrimental situation of unions operated in the country. Employee morale is closely associated with the different reforms and changing relevant to the idea of labor unions in the country. The declining role of unions appears in the form of their decreasing morale rate. Labor laws initiated by the government strongly impact the working facets of the workers considering the decreasing influence of labor unions in the country. It is also worthy to explain that different forms of collective bargaining strategies are adopted by the companies to reduce the strong influence of the labor unions. These particular strategies referred to as the tools to better deal with the demands of unions. Bargaining strategies consider as the aspects of successful negotiations with the important stakeholder exist in the form of labor unions. The strategies of cooperative management and focused on the issues are considered by the companies to handle the influence of the unions effectively ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"B9nkC9br","properties":{"formattedCitation":"(Freeman & Han, 2012)","plainCitation":"(Freeman & Han, 2012)","noteIndex":0},"citationItems":[{"id":600,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/38PBSLXB"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/38PBSLXB"],"itemData":{"id":600,"type":"article-journal","title":"The war against public sector collective bargaining in the US","container-title":"Journal of Industrial Relations","page":"386-408","volume":"54","issue":"3","author":[{"family":"Freeman","given":"Richard B."},{"family":"Han","given":"Eunice"}],"issued":{"date-parts":[["2012"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Freeman & Han, 2012). Focused collective bargaining strategies are planned and implemented by the companies to ensure the better relationship between the organization’s working domain and the objectives of the workers. The aspect of negotiation strongly impacts the working perspectives adopted by the workers. Various options relevant to the idea bargaining provides an edge to the workers to effectively cooperate in the decision-making process.

To conclude the critical discussion about the argument of labor union provided by the author, it is mandatory to mention that the role of unions can never be ignored. Labor unions have the potential to influence the organization’s decisions. It is assessed that the author of this article only significantly focused on one side of the argument concerning the idea of the declining role of a labor union. It might appear as the weak participation of the labor unions, but it has the potential to affect the working viewpoint of the workers in many different forms.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Freeman, R. B., & Han, E. (2012). The war against public sector collective bargaining in the US. Journal of Industrial Relations, 54(3), 386–408.

Hurd, R. W. (2013). Moving beyond the critical synthesis: does the law preclude a future for US unions? Labor History, 54(2), 193–200.

Wachter, M. L. (2014). The Striking Success of the National Labor Relations Act. Regulation, 37, 20.

Assessment

Student’s name

Course id

Submitted to

Date

The United States is a country where the wearing of weapons has existed since the time of the founding fathers and is part of the culture and daily life. The carrying of weapons is closely associated with the idea that everyone should have the right to defend themselves against criminals, and that citizens must be able to maintain the means of self-defense if the government becomes tyrannical. For decades, as the government did not become a tyranny, the weapons available to US citizens served primarily to defend against criminals. There have been few cases where a citizen has started shooting innocent people. These cases have become more numerous in recent years, and it is worrying.

Miami-Dade public schools

Fourth biggest school region in the United States is the Miami-Dade County Public Schools which consists of 392 schools, 345,000 students and more than 40,000 representatives. It is located at the southern side of Florida. Schools area has more than 2,000 square miles of differing and lively networks running from provincial and rural to urban communities and districts. A genuinely worldwide network, area understudies talk 56 distinct dialects and speak to 160 nations. The rates of alumni understudies in Miami-Dade County government funded schools again surpassed in the 2018-2019 scholastic year the normal rate in Florida, and furthermore became over the state normal, as per a report arranged by the Department of Education of Florida. The graduation rate of government-funded schools in the region was five percent lower than the state normal only five years back, in the 2012-2013 scholastic year. Be that as it may, the positions were switched in the 2016-2017 scholastic year and a year ago, while the level of understudies graduating in the state was 75.6 percent, in the region, it achieved 77.2 percent.

This spots Miami in the 23rd position in the graduation rate among the provinces of Florida and as the ninth area as far as the rate at which the rate of alumni has progressed in the last five scholarly years. Between the scholastic year 2016-2017 and 2017-2018, the level of alumni expanded over the most recent four years by 15 percent, contrasted with 10 percent of the State, albeit a year ago, the thing that matters was diminished, and the expansion in the district was just marginally better than expected. As indicated by the figures, Miami-Dade has seen a 12% decline in adolescent misconduct. At the state level, captures of underage youth dropped out seven percent. There has been a decrease, in six years straight, of 37% in the event of wrongdoings submitted by individuals who have not achieved the period of greater part.

Prevention of crimes in schools

Fending off youngsters from wrongdoing incorporates two roads, instructing them to remain safe and preventing them from carrying out criminal acts. The educational systems offer an assortment of projects to aid that procedure. We should see the accompanying models: The Miami-Dade County state-funded schools have their very own police officers, with around 200 officers. This office is related with the nearby police and works with 1,000 nonmilitary personnel screens that assistance in school wellbeing, the objective is to put an officer in each school, from kindergarten through eighth grade, center school, and secondary school. Officers are likewise relegated a gathering of schools to be visited. Correa, who was an instructor and who has worked as a police representative for a long time in Miami-Dade schools says: "The prior you open kids to a positive association with the law, the better the outcome will be." Kindergarten Cop went for primary school understudies, conveys officers to homerooms for positive advising, he says. "In the vast majority of, when we see a cop, it's a negative circumstance, somebody is harmed, or something occurred," says Correa. "We are evolving that."

The incredible or Gang Resistance Education and Awareness Training program, facilitated by the division and supported by government reserves, is a curricular program that will affect 6,000 kids amid this school year, clarifies Correa. "Be that as it may, it's not just about posses, it's about peacefulness and the significance of making the best decision at the correct time, and what sort of character you should be fruitful later on," says Correa. At primary schools, a six-week program is offered to third-grade understudies, and a 13-week program for 6th-grade understudies is offered at the center schools. Classes are educated by cops who have gotten 60 hours of preparing, says Armando Sotero, cop and provincial manager of the extraordinary program. Sotero administers the Miami-Dade program just as preparing in 12 states in the southeastern United States.

Bullying is one of the main focuses at the elementary school level. "We play a role-play, like the case of a stalker on a bus and how each one would react empathically," says Sotero. "Another lesson focuses on effective communication skills, including body language." The exercises in middle school are further developed, he says. "We discussed the main problem identified with packs and brutality, and we disperse the glorification that youngsters find in computer games, motion pictures, and their networks," says Sotero. He says that the way to a tyke's association in criminal exercises is in the choices they make. "It's tied in with settling on the correct choices. We place them in pretend circumstances where they have the chance to use sound judgment identified with absenting themselves from school, smoking pot, joining a posse or getting engaged with equipped brutality, "says Sotero. The Police Department of the Broward District Schools offers a rundown of 52 staff on its site. Reginald Browne, counteractive action organizer, one of three officers working here, says the division runs a crusade to help understudies feel great detailing vexed occasions.

"Silence Hurts," offers youngsters a space to talk. It's a mindfulness battle to enable understudies to report things that aren't right, for example, badgering, a battle, illicit exercises, or some sort of peril at school or in their locale, "says Browne. Like Crime plug, a telephone number, email address and content informing are offered." He says that being basic enables youngsters to take an interest. "We endeavor to make a dimension of solace to make objections without outcomes, supposing that a kid imparts data to other kids, it very well may be named and confined," says Browne. "We are making a security culture." The division likewise offers pack avoidance programs for guardians, understudies, and educators. "We discussed how understudies can get associated with posses, what the signs are and how it can prompt issues like medication use and battles," Browne includes.

Interview

Alina Lopez is a school organizer for Youth Crime Watch in Miami-Dade County; a philanthropic crime prevention program serves exactly 30,000 government funded school understudies in Miami-Dade. "Our primary center is to begin school clubs of Youth Crime Watch, a result of neighborhood watch programs, where youngsters are the eyes and ears of their schools," says López. "They figure out how to report suspicious issues, similar to battles that will occur or regions close schools where drugs are sold. We show them not to be reluctant to approach and that they can stay unknown. "The program likewise offers school introductions on subjects, for example, threat with outsiders or outsiders. Nancy McBride, official chief of Florida Outreach, National Center for Missing and Exploited Children (public place for absent and misused youngsters), says the inside offers two basic counteractive action programs for kids. All the materials are free. Kidsmartz (Kidsmartz.org) is interactive child abuse and abduction prevention program for elementary school children. McBride says he teaches that the risk goes beyond the danger of strangers. "The new message we are taking to children does not mention the word unknown," says McBride. "It can be anyone. The possibility of a stranger is less than the person who is in a position of trust with a child, for example, leaders of Minor Leagues, leaders of the Listeners, people who have an established relationship. These are people who can destroy a child's inhibitions because they enjoy confidence. "

References

Cocozza, J. J., Veysey, B. M., Chapin, D. A., Dembo, R., Walters, W., & Farina, S. (2005). Diversion from the juvenile justice system: The Miami-Dade juvenile assessment center post-arrest diversion program. Substance Use & Misuse, 40(7), 935-951.

Pickens, J. (2011). Community based participatory research on youth violence prevention. Journal of Multidisciplinary Research, 3(3), 9.

Thompson, J. (2016). Eliminating zero tolerance policies in schools: Miami-Dade county public schools' approach. BYU Educ. & LJ, 325.

Assignment

Assignment

Author

Institutional Affiliations

Assignment

center2120265Strategic Vision

00 Strategic Vision

Figure 1: Balanced Scorecard for the implementation of a new attendance recording system

The effectiveness of this new attendance recording system will be measured by observing the installed system for over three months. The things that are important to be noted during this observation period will be the performance rate and ease of utility. The behaviors of employees and bosses towards the acceptance of innovation will also be noted. It will help in the estimation of time and efforts needed to train the staff to adapt to the new technology. The challenges that are faced internally in the business and the methods to mitigate any issues will also be noticed. Another strategy will be conducting a survey using questionnaires. Employees will be asked how they feel about the new system and how it is different from the old method ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"jCXVVtc5","properties":{"formattedCitation":"(Sirisomboonsuk, Gu, Cao, & Burns, 2018)","plainCitation":"(Sirisomboonsuk, Gu, Cao, & Burns, 2018)","noteIndex":0},"citationItems":[{"id":829,"uris":["http://zotero.org/users/local/OnfrXiA2/items/2BSMM3IH"],"uri":["http://zotero.org/users/local/OnfrXiA2/items/2BSMM3IH"],"itemData":{"id":829,"type":"article-journal","container-title":"International journal of project management","issue":"2","page":"287-300","title":"Relationships between project governance and information technology governance and their impact on project performance","volume":"36","author":[{"family":"Sirisomboonsuk","given":"Pinyarat"},{"family":"Gu","given":"Vicky Ching"},{"family":"Cao","given":"Ray Qing"},{"family":"Burns","given":"James R."}],"issued":{"date-parts":[["2018"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Sirisomboonsuk, Gu, Cao, & Burns, 2018). They will also be asked for recommendations to make the system more effective.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Sirisomboonsuk, P., Gu, V. C., Cao, R. Q., & Burns, J. R. (2018). Relationships between project governance and information technology governance and their impact on project performance. International Journal of Project Management, 36(2), 287–300.

Assignment

Assignment

[Name of the Writer]

[Name of the Institution]

Introduction

The case of Jones vs. Robinson property group is about an African American individual who was refused to offer a job on the basis of his race and color. It is important to consider the fact that Jones is an African American male who wanted to take a position as poker supervisor or dealer. Extensive experience of Jones made him a potential candidate for the job of Poker supervisor or dealer. It is noteworthy to indicate that Jones dealing skills as poker dealer are better than the majority of poker dealer in the region. His job application was refused by Ken Lambert who was a manager at Horseshoe Casino. Rejection to be a poker dealer in the Appellee Robinson Property Group, Jones complained a file against Lambert that his rejection was solely based on race and color. It is obvious that African Americans are discriminated and oppressed by whites on the basis of color and race (Adler, 2000). Whites always considered them superior to other races, hence they tend to discriminate them in every field. Jones applied for more than 10 times between 1995 and 2002 for a poker dealer position. However, every time he got rejected for that position (Jones v. Robinson Property Group). He was hired on a temporary basis in Horseshoe during poker tournaments, but he was not offered with a permanent job. In the meantime, Horseshoe hired 40 to 45 white poker dealers by offering them a permanent position. Jones filed his charges of discrimination against the Robinson property group in September 2002 due to the racial offense of Lambert.

Issue

It was impossible for Jones to establish a prima face case as the defendant had already hired some African Americans who belong to Jones' protected class.

Ruling

Summary judgment was granted by the district court against Jones as he was unable to submit any direct evidence regarding racial discrimination.

Facts

It is important to evaluate various facts in the case of Jones vs. Robinson Property Group to get a better understanding of the entire scenario. Jones claimed that he was discriminated by Robinson Property Group due to his race. Jones had to face several rejections from Robinson Property Group regarding his application for the position of poker dealer. He claimed that he had more experience as compared to other poker dealers in the Horseshoe Casino (Dylan, 2005). Constant rejection regarding permanent job position as a poker dealer compelled Jones to file a charge on the basis of racial discrimination under Title VII of the Civil Rights Act. Furthermore, Jones claimed that Lambert made comments about him on the basis of his race and color. On the other hand, Lambert refused to accept that he ever made any comments that attributed on the basis of racial animus. Lambert stated that two shift supervisors at Horseshoe Casino insisted that Jones is not well-liked in a casino (Dylan, 2005). However, those two shift supervisors refused to accept that they ever made such statements against Jones. Jones filed a charge against both Lambert and RPG with the EEOC alleged. By utilizing civil right acts, Jones filed a charge against RPG alleging race discrimination (Dylan, 2005). It is important to consider the fact that Jones utilized civil rights acts due to the racial discrimination of RPG to hire him as a poker dealer. Jones claimed that in the same period, RPG hired many white poker dealers that clearly demonstrated its discrimination against African Americans. Jones provided some evidence of racial discrimination through Lambert assistant (Dylan, 2005). Lambert assistant stated that Lambert did not want Jones to be a poker dealer as white boys do not like a black person to handle their cards. However, the district court held a decision that Jones did not provide any direct evidence of discrimination from RPG.

Analysis

A critical examination of the entire case is highly necessary to get a better understanding of the case. Evaluation of Jones's evidence is sufficient to ensure that the RPG discriminated him on the basis of race and color. Jones claimed that RPG did not hire him for the position of poker dealer as he is an African American. The claims of Jones regarding racial discrimination are justified through civil rights acts. In order to strengthen his case, Jones filed a charge alleging racial discrimination under Title VII and 42 U.S.C. § 1981. It is important to indicate that Under Title VII, employers are forbidden to “fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race” 42 U.S.C. § 2000e-2(a) (1). Furthermore, it is essential for the Plaintiff to prove racial discrimination through circumstantial or direct evidence. In the considered case of Jones vs. Robinson Property Group, the court held a decision that Jones did not provide any direct evidence of racial discrimination (Dylan, 2005). Reference from previous cases made it clearer that Jones must provide some direct or justifiable evidence to strengthen his claim regarding racial discrimination (Dylan, 2005). Statements from Lambert’s assistance also made it clear that Lambert passed some comments regarding racism.

Jones had to establish a claim for retaliation by meeting three important aspects. First, the Plaintiff should be involved in any activity that comes under Title VII. Second, the defendant must have taken a negative employment action against Plaintiff. Third, there should be a causal connection between employment action and activity that comes under Title VII. The claim of retaliation is based on Mattern v. Eastman Kodak Co., 104 F.3d 702, 705 (5th Cir.1997). In the considered case, it is analyzed that the first two conditions for the claim of retaliation are met as Jones filed a charge under Title VII and civil rights acts (Dylan, 2005). To establish a genuine issue regarding Jones protected activity's connection with adverse employment action of RGP, sufficient data were available. Jones filed a charge against that company in 2002, while in the meantime that company hired six poker dealers. This justifies that RGP racially discriminated Jones. However, Jones was unable to provide some direct evidence of retaliation. A period of a minimum of 60 days is required to prove a significant connection between adverse employment action and the protected activity (Dylan, 2005). Compliance with a specific period is highly necessary to determine a causal connection. The maximum period of proving a causal link for summary judgment purposes is 4 months in accordance with Evans v. Houston, 24F.3d 344. Delay in proclaiming a reprisal entitlement had made it obvious for the court that Jones' actions are unjustifiable (Dylan, 2005). Hence, Jones motions for leave are denied by the district court due to prolong period.

Conclusion

In a nutshell, claims of Jones regarding racial discrimination by Robinson Property Group were denied by the court as Jones was unable to provide specific evidence in this regard. The denial of the district court's decision regarding a motion for leave is justifiable. However, as per foregoing reasons, the grant of summary judgment by the district court is not justifiable as it is in the favor of Robinson Property Group. The district court should need to review its decision on the basis of Jones’s discrimination claims and it should reverse the grant of summary judgment.

References

Adler, M. D. (2000). Expressive theories of law: a skeptical overview. University of Pennsylvania Law Review, 148(5), 1363-1501.

Dylan, B. (2005). Employerslawyer.blogspot.com. Retrieved from http://employerslawyer.blogspot.com/2005/10/

Jones v. Robinson Property Group, LP, 427 F.3d 987 (5th Cir. 2005).

Assignment #1 Job Description

[Name of the Writer]

[Name of Instructor]

[Subject]

[Date]

Job Description for Civil Engineer

[Job Title]

Civil Engineer for Silver Sand Town

Reports To

Civil Engineer reports directly to Project Manager of Silver Sand Town.

Job Overview

We are looking for a professional, dedicated and cooperative Civil Engineer who has rich and diverse knowledge of the construction industry. This job requires the division of time between an office setting, visits to site as well as meetings with the local city council. To be successful, the ideal candidate should have versatility and endurance to work long hours in alternate settings. The Civil Engineer will supervise the construction operations for the real estate development company, suggest design improvements and calculate structural components and their various thresholds.

Critical thinking is a necessity for this job as command over mathematics and physics is a basic requirement. The ideal candidate will have grasp over core civil engineering subjects and be able to apply knowledge in a practical setting in order to ensure sufficient cost cutting and quality maximization for the company. The company expects innovative solutions to problems that will be encountered during construction. The selected candidate will be expected to deal efficiently with clients, team members, and company management and be able to communicate effectively with the aforementioned as well. Communication skills of the highest level are expected of the candidate as the margin of error in the industry is very small.

Responsibilities and Duties

Management of all construction activities

Designing more efficient methods of construction

Conducting feasibility of projects

Development and creation of construction projects of the company

Supervision of all construction activities of the project from its inception to completion

Studying government rules and legal precedents in the construction industry

Examining and providing estimates for the individual components of the project

Command over engineering and design software to run test simulations

Efficient liaison with peers in industry, colleagues and clients

Management of budgets and resources by keeping track of deadlines and obtaining quotes from vendors and suppliers

Assessing the environmental feasibility and sustainability

Qualifications

The ideal candidate must have the following qualifications

4 years Bachelor’s degree in Civil Engineering from a recognized university, accredited by the Institution of Civil Engineers

A minimum of 3 years of industry-specific experience (commercial building construction experience will be preferred)

Registration as Civil Engineer is mandatory

Familiarity with software used in design such as AutoCad Civil 3D, CAD, Autodesk and MicroStation

Command over photo imaging software and map creation software

Considerable analytical and critical thinking skills, with extreme precision in design calculations

Impeccable time management skills to effectively divide time between multiple settings such as office, site and meetings

Solid leadership capability to steer a team of workers towards the objective and motivate them when necessary

Punctual with deadlines

Licensed Professional Engineer with American Society of Civil Engineers will be preferred

Physically apt to perform demanding and physically arduous tasks with considerable ease

Criteria Determination

Civil Engineers are responsible for management of huge construction projects that cost millions of dollars in investments. It is pertinent to note here that the margin of error in this field is minimal and therefore, civil engineers must be extremely precise in their calculations as even the slightest error in calculation can result in disasters that will result in property damage, if not a loss of life. Civil Engineers are also responsible for keeping within the assigned budget and any rise in costs are usually attributed to a civil engineer’s lack of vision. The costs associate with a project are rarely final and Civil Engineers are expected to cut some costs through the use of innovative strategies and methods of construction. Moreover, Civil Engineers are also tasked with proposing out-of-the-box solutions to problems that inevitably arise in many construction projects.

Another important aspect of a Civil Engineer’s job is to keep in view the government regulations and rules. This ensures that the company is not in violation of any laws and in some situations, the law supports a specific business industry and people of the industry are unaware of the advantages and benefits being offered. Therefore, it is crucial for a civil engineer to be abreast of all laws of government, both at federal and state level. Moreover, a civil engineer has to liaison with multiple vendors, suppliers and in some cases with official government representatives as well. So, having the right temperament is crucial and it is absolutely essential to have effective communication skills.

When we talk about qualifications, the minimum criterion for selection as Civil Engineer is a Bachelor’s degree. In addition to this, a 3 year work experience is necessary for a job of this scale as the margin of error and complexity of design require experienced professionals. Furthermore, registration with American Society of Civil Engineers is essential as the license of Professional Engineer ensures that a candidate has all the requisite knowledge of the industry in question. Professional Engineers are licensed to oversee the work of other engineers as well as the technicians. They are also able to approve design plans. Professional Engineers are also federal and state law compliant so company can apply for licenses for construction projects as well. The “Code of Federal Register” lists all federal laws pertaining to civil engineers and has been consulted while designing this job description.

Works Cited

"Govinfo." Govinfo.gov. N. p., 2019. Web. 19 Apr. 2019.

"What Is A PE?." Nspe.org. N. p., 2019. Web. 19 Apr. 2019.

Assignment 2

Strategic HR Management

Formal power will come from position of the project manager that he keeps in the organization or specifically with reference to the project. The HR project manager will also be the initiator of his project which means that the objectives will be set by him. These objectives will be set after consultation with the heads of other departments so that the whole organization is on the same page for this particular project. The consequence of this power will be that the subordinates will know that their manager is in a position to write a good or bad performance report for them which can affect their careers. This power will also present the manager with an increased level of responsibility because he will be responsible for the overall project performance. If we specifically talk about the HR project, the project management will be responsible for hiring the right people for the right jobs. He will also be responsible for designing the job descriptions for all the relevant posts. His formal powers will allow him to include whatever he wants to in these documents and then hire the best people for these jobs. These powers will also allow him to set objectives for this project and also check whether the project is going in the right direction or not CITATION Mar071 \l 1033 (Huemann, Keegan, & Turner, 2007). The appreciation or otherwise of the personnel working at the project is also in the hands of project management. The project management will be the best judge because he wrote down the job descriptions of employees. The human aspect of the project will be the most affected by formal powers of project management. If the manager is overly using his formal power, it may result in people leaving their jobs.

Reward’s power is based upon getting something out of others provided they will be rewarded later. The best example of applying this power will be when staff members have done something well and they are offered a reward. Another application will be negotiating with a party which may be an employee union in this case. During such negotiations, other party must have in their minds that the project manager is in a position to reward them either in a positive or a negative way. In both cases, other party will negotiate keeping the position of project management in mind.

Project is not clearly visible to all levels of management

One issue that comes up during a project is that all levels of management are not able to see what actually is happening in it. The top management complains that it cannot see what is actually happening in the project and whether the project schedules have been duly followed or not. The initial presentation has been made by the project manager and after that he keeps things to himself regarding project schedules. It becomes too late to re-direct the resources or cancel the project all together. Project managers have a lot of things to think about and they are not able to communicate project schedules and other aspects to the top management. The HR project manager may be too busy in resetting the job descriptions of various team members that he may not be able to get timely information from the lower staff and give that to the higher management. The lower staff will say that they do not get the appropriate information from their project manager regarding the tasks they have top perform. Another issue is that they do not know which tasks have to be prioritized.

Unclear project objectives

This issue arises because the organizations may take more projects than it can easily handle or even in a single project, project manager is not able to lay down project objectives clearly. Top management must play a key role in this issue by making sure that the project objectives are stated clearly and are aligned with strategic objectives of the organization. Project managers have a key role in resolving this issue because they are the ones who set up the objectives related to project and communicate these objectives to the lower staff members. Project managers also have the responsibility to talk to the top management regarding alignment of strategic objectives with project objectives. The team members are over worked because they are not communicated about strategic and project objectives and ultimately, they will quit the organization. The solution lies with clear communication between all levels of management regarding project and organizational objectives. Other aspect is that there must be clear communication of these objectives across all managerial levels.

Lack of resources

The lack of prioritization of tasks from project team will lead to extra pressure on available resources. The resources are often pressurized when top management asks too much of the project managers or the organization has taken up more projects than its resources allow it to handle. An average team member will have increased workload in this scenario CITATION Ian05 \l 1033 (Clark & Colling, 2005). Project managers often state that they have been given less resources than are required to complete the projects at hand. The lack of resources will affect the team members the most because they have to bear all the pressures regarding completion of projects on time. The solution of this problem is that there should be a proper allocation of available resources which is done after taking all levels of management into confidence. Particularly, the financial resources are the ones which are the most important for any project.

Inability to meet deadlines

A project is completed as a sum of smaller activities which have to be completed within their stipulated time so that the whole project is completed according to given time frame. The initial time frames are set by the project manager who sees all aspects of project. The top management puts pressure on the project managers by asking about updates too frequently and the team members do not know how to meet deadlines because they are not given the adequate resources and are not given clear instructions. The solution to this problem is clear communication between all levels of management so that clear deadlines can be set by project managers and the same can be communicated to top and lower managers. Failure to meet deadlines at one stage of project will mean that the whole project will be delivered late.

The major challenge faced by project managers will be to bring the whole team on a single note. A virtual project team may consist of members from various time zones which will make it harder for them to be communicate to each other effectively. Language barriers also pose serious issues to the project team especially in case of global project teams. Adherence to equal opportunity laws and avoiding any discrimination on any basis is also an important aspect. All these issues exaggerate when the project site is in one place and people giving technical assistance are at some other place. The project manager must select people from similar time zones to work for a single project. While selecting the members, managers must make sure that they understand English to a certain extent. If it is absolutely necessary to hire a person, a translator may be arranged to solve the issue CITATION Cat08 \l 1033 (L.Welch, E.Welch, & Tahvanainen, 2008).

Communication plan will be started from the project manager and he will disseminate all information regarding project to the top management as well as the team members. This will be beneficial because he is the person who will have the most accurate and updated knowledge about the progress and requirements of a given project.The structure will be a simple one where the main responsibility will remain with the project manager. The purpose of this communication plan will be that all aspects of the projects are communicated to all the concerned authorities and there is an appropriate way of taking feedback from them. Various methods will be used to communicate the details all over the organization. Top management will receive emails regarding all the necessary information whereas the team members will receive instructions in written form. Some general aspects of project will be communicated with the help of notice board. The top management will be updated once or twice a week regarding the progress on project whereas team members will be directed on daily basis so that there is no ambiguity regarding what to do and what to expect from the members. The timing can be changed according to the phase in which project is in and relative importance of the project. The HR project will be important because it may provide a stream of future employees to the company. Initially, all team members will be given a mutual presentation so that they can know what the project is all about and what will be their particular duties. It is very important to use appropriate methods to communicate the progress of this project to the top management. If this particular project cannot be completed within the stipulated time, organization may not be able to take up similar projects in the future.

References

BIBLIOGRAPHY Clark, I., & Colling, T. (2005). The management of human resources in project management‐led organizations. Personnel Review.

Huemann, M., Keegan, A., & Turner, J. (2007). Human resource management in the project-oriented company: A review. International Journal of Project Management, 315-323.

L.Welch, C., E.Welch, D., & Tahvanainen, M. (2008). Managing the HR dimension of international project operations. The international journal of human Resource Management.

Assignment 3

Top Reasons to work at W&A Engineering

The company provides incentives and longevity rewards to the new hires.

The company offers numerous benefits, perks and rewards.

These benefits include Comprehensive Health and Dental Insurance, Time Flexibility and Paid Holidays, Family and Medical Leave Benefits, Progressive Maternity Leaves, and On-boarding and Mentoring Programs.

ABOUT US:

260352572879NOW HIRING!

W&A Engineering is looking for enthusiastic Civil Engineers to help tackle our growing list of public and private projects. Our ideal applicant has experience completing projects in manifold divisions, amazing communication skills, and a flair for identifying project issues up-front and applying ingenious solutions.

W&A Engineering is an Equal Opportunity Employer proposing competitive recompense in consort with an outstanding and progressive benefits package.

00 NOW HIRING!

W&A Engineering is looking for enthusiastic Civil Engineers to help tackle our growing list of public and private projects. Our ideal applicant has experience completing projects in manifold divisions, amazing communication skills, and a flair for identifying project issues up-front and applying ingenious solutions.

W&A Engineering is an Equal Opportunity Employer proposing competitive recompense in consort with an outstanding and progressive benefits package.

Founded in 1999, W&A Engineering (previously Williams & Associates) is a growing multidisciplinary firm with offices in Athens, GA, and Nashville, TN. W&A has project experience in over 45 states and provides on-call economic development services in more than 35 communities. W&A Engineering has six core departments: Civil Engineering, Land Surveying, Landscape Architecture, Traffic Engineering, Economic Development, and Soil & Environmental Consulting.

EMPLOYEE BENEFITS BROCHURE

W&A Engineering improves communities with innovative design, effective and efficient engineering, and professional service.

Building Better Communities, One Client at a Time.

Other Benefits

Health/Wellness Program

W&A offers health and wellness programs to allow employees to take care of their health. The company offers an on-site fitness center that also includes yoga classes, and employee assistance program to employees against a minimal fee.

Life Insurance

A life insurance policy covers full-time employees of the company. The company pays for the premiums of benefits of the insurance plan.

Flexible Time Off

Under section 125 of the Internal Revenue Code, the company pays all the administrative costs and allows employees to pay for unreimbursed

Medical and daycare expenses.

Family Friendly Benefits

At W&A, we allow employees to maintain a balance between family and work responsibilities.

Flexible Time Off

Employees having family obligations are allowed to have a flexible working schedule as long as they fulfill the requirement of total working hours.

Job Sharing

W&A allow employees to share a single position if both employees have family responsibilities and want to hold the position at the same time.

Maternity and Paternity Leaves

Employees are allowed to take maternity and paternity leaves as per the medical condition of the employee and his family members.

Have a Question?

Do not be shy! …

Share all your questions on the email given below. You are also welcomed to visit!

Contact Us

Williams & Associates2470 Daniells Bridge Rd bldg 100 suite 161, Athens, GA 30606

Careers@WAengineering.com

Visit us on the Web:https://www.waengineering.com/

Assignment 4

Assignment 4

[Author Name(s), First M. Last, Omit Titles and Degrees]

[Institutional Affiliation(s)]

Author Note

Assignment 4

Direct and Manage Project Work

One of the many major processes of project management, is Direct and Manage Project Work. It takes place in the integration management phase and makes sure that all the work that is being done, is according to the project plan. The Project plan lays out guidelines that are needed to execute the project, while the project work is directed and managed according to these guidelines. There are many techniques that are involved in making sure that the management is done in an effective way to ensure chances of delivering a complete product. This process involves establishing rules and procedures to make sure that the work is done smoothly.

Successful direction and management of project work is very important. Therefore, compliance to the guidelines in the project management plan is very important. There are many ways to determine whether this process is successful or not. A successful project means that during execution, there are no changes that might result in delay or failure of the project work. Similarly, all the requirements are being fulfilled within the defined schedule and budget. Successful direct and manage project work also means that updates are being made regularly as soon as change requests are made and implemented. This process also helps the managers in determining whether to reject, accept or defer a change request.

There are a number of strategies that managers can use in order to successfully manage the project work. Managers can make sure to inform all requirements to the HR personnel of project. This will make sure that Human resources of the project are aware of the work needed by them to fulfill these requirements. Secondly, clearly defining roles and responsibilities of human resources also ensure that they know clearly about their jobs within the project. Clarity of roles and responsibilities also make sure that there are no confusions or conflicts regarding roles. These conflicts can result in bigger problems, which are harmful for the overall project.

Thirdly, communication throughout the project is very important. Communication and collaboration ensures that everyone is on the same page, regarding any process of the projects. Changes should be communicated for the same purpose. There are many instances in which a change occurred but was not communicated on time to the execution team. This resulted in already done work by human resources that had to be changed afterwards as that was the requirement.

Strategies to Address Project Risks

Project risks are of many types. These risks can occur at any time and if proper measures are not taken or planned by the project manager, can result in huge project failure. Therefore, it is important to first identify the risks that are likely to occur, even if the risk score is very low. These risks have to go through analysis to ensure that proper impact and chance of occurrence can be determined. There are some types of risks that are beyond the control of project team therefore they are difficult to manage. The project team does not have any choice, than to make sure that proper strategies are developed, through which these risks can be managed. There are also some risks that are within the control of project team. Extensive strategies have to be made to make sure that chances that the occurrence of these risks can be minimized.

Work Breakdown Structure is one of the most important components of any project. This importance is due to the clarity it provides to the project team according to the tasks that are required, to complete project work. There are many ways that this can be used to manage risks that the project team can control. Understanding WBS is very important as it tells the project team about the classification of project work. As activities and work are laid out in a structural form, it becomes easy for the project team to know if any activity is being delayed. This can help to minimize the risk of delays along with other risks, such as, an important activity being overlooked, work not completed on time, etc.

Another strategy is that the work that is being executed should be properly monitored. Monitoring and controlling of a project because it makes sure that the project is being executed in the way that was planned. There are many projects that fail due to the absence or lack of this process. This strategy will help in minimizing the risks such as cost overruns, being behind schedule, etc. If the work is being monitored throughout the project, it would be easy to know if costs are starting to be overrun or if an activity is being delayed. Before it becomes a big problem, such risks can be controlled immediately.

Documenting and managing all the changes that may arise in the project work is very important. Whenever, a change is requested by a team member, it goes through a proper formal process. All the documents that are related to this process must be updated side by side to know the changes that occurred in the project. This will help in making sure that the project team is aware of the changes being made in the project.

Actions required at the Closing out Phase

When the project is coming to its end, there are many actions that are the responsibility of project manager. A project can’t just end without proper documentation and processes. There are many actions that are needed to be performed by the manager in order to make sure that the project closes by fulfilling all requirements.

One of the main actions that the manager has to perform is that the resources that are employed in the project have to be freed. As project is temporary, all the resources employed are also temporary. Their employment ends as soon as the project ends. These resources include man, material and machinery resources. At the closing phase, employment of human resources is terminated and all the necessary processes are done. These processes depend on each organization. However, it is common with all organizations that the human resources that were employed for just the project are freed. Manager has to make sure that their wages are paid along with other benefits that they were liable of. Similarly contracts are signed that officially means that their term has ended with the project. This is not limited to human resources only. Other resources such as machinery is also returned. For example, if an organization rented a crane for construction, at the closing of project it will be returned to the owner. Procedure such as clearing the bill, etc. will be done.

Another action is that documentation is competed. This documentation includes contracts that had to be closed, checklists to make sure that all the necessary work has been done, project plans that were updated throughout the project, etc. It is important to close these documentation with the closure of projects because it formally tells to all stakeholders that project has been ended.

Moreover, the main deliverable of the project is handed over to the customer or client. This also marks the completion of project as the main purpose of project is fulfilled. When the deliverable has been handed over, customer validates whether it is conforming to the requirements or not. If the deliverable is found to be conforming, the project is closed otherwise the product has to be made according to the requirements and the process starts again. CITATION Ema15 \l 1033 (Aziz, 2015)

Importance of Information and Lessons Learned in Projects

As the world is changing, the business sector is becoming more and more focused on becoming projects oriented. There is an important feature of project that ensures its success. This feature is the way information is managed throughout the project. Its importance has been realized because of the competition that organizations face in a very dynamic environment. Information is not only necessary within the organization and project team but also with the stakeholders. As these people have invested in some way with the project, it is their need to be updated with information regarding the working of project. Similarly, proper flow of information is required to make sure that the whole team is aware of things that are going on in the project. Management of information is required to ensure a smooth flow of this information. For this purpose a number of tools have been introduced. One of the tools is Project Information Management System. This is a software database that accumulates all the information in one place so that everyone has an access to it. CITATION Wil17 \l 1033 (Chinyamurindi, 2017)

Just like information, lessons learned are very important for the prospect of future success of projects. These are the experiences that organization has had regarding projects. These are important because of the information they provide to the consumers. The existing project team can use this information that is stored in the form of lessons learned to learn more about different policies, procedures and experiences. These documents are also a way to store information that can be used by anyone that requires them. CITATION Kam12 \l 1033 (Jugdev, 2012)

References

BIBLIOGRAPHY Aziz, E. E. (2015). Project closing: the small process group with big impact. PMI® Global Congress 2015—EMEA. London, England. Newtown Square, PA: Project Management Institute.

Chinyamurindi, W. (2017). The role of information management in project management success: Narratives from entrepreneurs operating within the South African construction industry. South African Journal of Information Management , 1-9.

Jugdev, K. (2012). Learning from Lessons Learned: Project Management Research Program. American Journal of Economics and Business Administration, 13-22.

Assignment 4

Cultural Information Paper

Your Name (First M. Last)

School or Institution Name (University at Place or Town, State)

.

Cultural Information Paper

Introduction

South Africa is culturally, racially and economically diverse which makes it one of those places of which everyone should learn about before moving there. Along with every one of the groups containing its own vibrancy and culture, it is home to 11 different languages depending upon where the individuals are living in the country. However, the moment it comes to the official language of South Africa, it is none other than the English. There is a huge majority of people in South Africans who still live in rural areas where cultural values and norms are still an integral part of society (Lewis, 2017). But the rapidly increasing urbanization and technological advancement in far off areas of the country have led the nation towards a decline in cultural traditions. Native languages are being dominated and replaced by foreign language. The culture of South Africa is not too much heterogeneous where several cultural have a look in accordance with every region.

.South Africa is considered to be the home to approximately 55-56 million people which belongs to various different cultures, origin religion and speak different languages. The major part of the population is made up of Bantu-speaking people and African people (almost 35 million people).

Foreigners in South Africa

With the world rapidly becoming culturally and ethnically diverse in nature, many people are moving to foreign countries to work and study and event settle permanently (Schierup, 2016). South Africa has been a tourist attraction for the past decade but with the increase in industrialization, a vast majority of people from different part of the world are moving there to work.

Working in South Africa

South Africa is called the rainbow nation due to its multiculturalism, South Africa welcomes international professionals with the skills to fill the gaps in the market. Like many other parts of the world, unemployment rates in South Africa is high, and native Africans are preferred for skilled and unskilled labor. On the other hand, when it comes to the shortage in the industry, highly skilled professionals are encouraged. Foreigner investors are highly encouraged to start new businesses in South Africa and bring wealth and labor into the country. But for an international job holder in South Africa, it becomes quite challenging.

Things to know before moving to South Africa

Majority of people throughout the globe looks at South Africa as a place that offers white collar job opportunities and due to this reason, it has become home to many foreigners seeking employment. Many people do not realize that there are certain laws applied to employers and employees which should be followed strictly(Schierup, 2016). According to the official press of BCEA, it is illegal for an employer to employ a foreigner without an authorized work permit. Every firm requires a valid authorization to legally employ any foreigner.

Minimum Working Conditions

According to the report published by BCEA, the minimum conditions for working is applicable for all employees and employers but there is an exception for "soldiers and spies" and for the volunteers who work for charity. All the regulation regarding working hours is being done by BCEA. Similarly, BCEA is also responsible for the record keeping, leaves, remuneration, job termination and prohibition of child and forced labor.

Salary

In South Africa, no minimum wages are fixed to any employers. However for certain sector and industries minimum wages are set. There lies a difference in salary level with the accordance with the job position and in each sector, there is a variation or difference of wages. Wages also vary according to the geographical locations and in this case, for the urban areas, there is a higher minimum but the lower minimum for the rural areas. However, there is a debate on higher forums of the government to make possible the national minimum wages by social partners.

Maximum Working Week

There are many rules set and maintained by the BCEA for total working hours and overtime for the employees who earn below the earnings level or standard of BCEA. The collective agreements are being made between bargaining councils and sectoral determinations to regulate working hour. According to rules and regulations of the government, no worker should be on duty for more than $% hours a week and in case of five days of working the maximum limit of working hours is 9 hours per day. In all cases, the maximum limit regarding working hours is 12 hours per day and no one is allowed to violate this limit.

Holidays

Rules and regulations set by the BCEA allowed the workers to have a minimum of 20 days leave with pay if they work twenty-four hours or more than that in one month. According to the rules payment or wages of annual leave should be with the accordance with normal remuneration of the workers. BCEA rules allow the staff to have a leave based on twenty-one days minimum and this rule is limited for the workers spending at least 24 hours or more duty timing per month. In every firm, the wages for the annual leave should be according to the normal remuneration.

Living Cost in South Africa

Before moving to a new place, and calculating the living cost and setting a budget according to the salary of an individual is the first thing everybody thinks of. There are several concerns over the issues related to the cost for the purpose of living in South Africa. In the world's fast-growing economy, everyone is worried about how they're going to better their lifestyle. The lifestyle of a person depends on how much each earns.

Housing Cost

Finding a well-furnished house the first task in settling in. there are two options when choosing a place to live in. An individual can either rent a property or own a house. Renting and buying a property in South Africa depends upon the place/city an individual is living in. Renting or owning a house in urban areas are much costly as compared to rural areas.

Apartments

Cape Town

Johannesburg

Pretoria

Durban

Inside the city, one bedroom.

R10 694

R6 972

R4 777

R4 680

Outside the City

R6 952

R5 462

R4 553

R5 060

Inside the city, three bedroom apartment.

R21 667

R14 096

R8 501

R8 464

Outside of city

R13 782

R10 763

R10 033

R10 269

An average House Price

Durban

R2 609 105

Pretoria

R2 094 306

Johannesburg

R2 789 979

Cape Town

R9 059 041

Utilities

Utilities are the basic needs of a household. The common utilities for a household are water, gas, electricity.

Water

Charges or rates of the water in the country are somehow straightforward where the people pay the charges of water on per kilolitre basis (1000 liters). In this case, the payment goes on the increase with an increase in usage. Similarly, there are tariffs on the basis of the property values in different regions.

:

Cape Town.

Johannesburg.

Pretoria.

Durban.

Due to the above-mentioned reasons, the trends show a decline in the usage of more water. Further, there have been many droughts in many regions of the country. In this regard the recent example is the Cape Town. .

Electricity

In the case of prices of electricity, there is a similarity with water prices and calculation is based on the utilization. Further, there is a similarity regarding the charges of electricity which are different in different areas of the country.

Johannesburg.

Durban.

Cape Town.

Internet

In South Africa, there is a variety of internet services leaving a huge choice for the users. The prices and standards of service vary from city to city.

Some of the major ISPs are:

Web Africa.

Afrihost.

Telkom.

MWEB.

Transport

There is a huge system of transport for the public of South Africa but it lacks advancement that’s why it is known as outdated. As such, many South Africans choose to drive where they need to be and the availability of old and new vehicles is easy because of hundreds of online dealership facilities.

Following is a list of a couple of prices for new cars to start research with:

Audi A3 Sedan – From R459 900

Alfa Romeo Giulietta – From R319 900

Ford Focus – From R256 300

Kia Rio Sedan – From R224 995

Honda Jazz – From R211 900

Hyundai Grand i10 – From R149 900

Fuel and Insurance

In case of any road accident, the people in South African drivers are covered by third party insurance under the facilitation of RAF. The matter of fact is that the RAF does not, however, cover all claims that may increase as the results of an accident. The individuals can shop around for insurance providers on Hippo.co.za. The site is helpful in the provision of car insurance guide and assistance to make sense of auto insurance in the country. In case if fuel anyone can be keeping him updated on prices by checking the AA’s site regularly.

Petrol

Reef Price Litre

Coast Price Litre

LRP (Lead Replacement Petrol)

R 13.90

R 13.63

Unleaded 95

R 14.12

R 13.63

Unleaded 93

R 13.90

R 13.49

Diesel

R 12.60

R 12.21

Groceries

The number is an incredible site to check normal grocery costs in South Africa. The individuals will discover costs for a wide range of things, from eggs, cheddar and chicken bosoms to drain, hamburger, and tomatoes. The site gives them a chance to look South Africa and enables them to likewise seek by city or do city correlations.

Conclusion

It is concluded that a large number of South Africans still live in rural areas where cultural traditions are still a part of society. However, due to the rapid change in urbanization, the country seems to grow at a faster rate. One of the main reason why South Africa is quite suitable in terms of globalization is the official language which is being used in the country. English is undoubtedly the most understandable language by almost every state which makes it easier to become the mode of communication among people from different states. It has been observed that the foreigner investors are highly encouraged to start new businesses in South Africa and bring wealth and labor into the country. When it comes to the wages of employees, there are many variations with the accordance with the geographical locations or areas with a higher least for the urban and lower least for rural areas.

The total hours of working may not exceed the maximum limit which is 12 hours a day in South Africa. It must be considered that collective agreements are being made between bargaining councils and sectoral determinations to regulate working hour. There is no doubt that renting and buying a property in South Africa tends to depend upon the place or the city in which an individual is living. Each city has its own pricing scheme, and the prices vary from city to city based on the type of area. In case of the utilities in South Africa, the prices are seemed to be quite fair.

References

Lewis, O. (2017). The culture of poverty. In Poor Jews (pp. 9-25). Routledge.

Olaniyan, T. (2018). African Literature.

Schierup, C. U. (2016). Under the rainbow: Migration, precarity and people power in post-apartheid South Africa. Critical Sociology, 42(7-8), 1051-1068.

Aviation Human Resource Management

Human Resource Management in Aviation

Your Name (First M. Last)

Date

Human Resource Management in Aviation

Abstract

Human resource management is an important operational feature in any form of organizations. The importance of human resource management can also never be ignored for the specific field of aviation field. The responsibilities of this particular department are huge to effectively handle the challenges of the growing market of aviation. Recruitment is mandatory and crucial process concerning the main duties of the human resource department. It is important to hire and train managers that have the capacity to perform better in the aviation field. Offering comprehensive retention opportunities to the valuable workforce is also crucial to sustaining an effective workforce in the organization. Flexible working environment and consideration of different compensation programs are useful practical measures to ensure suitable retention opportunities.

Human Resource Management in Aviation

Introduction

Human resource management is recognized as the one important department of any form of organization. Business objectives set by higher management can never be achieved without the proper and required performance of the manpower. Exploration and sustainability of the valuable workforce are only possible with the effective intervention of human resource management. The importance of the paradigm of human resource management can observe in different organizational settings. Aviation is established as one of the complex organizational forms that are linked with various aspects of concern. It is vital to explore the idea of human resource management in case of the aviation sector. Here the main focus is to critically discuss the main idea of recruiting, hiring, and training managers in the field of aviation considering the domain of retention opportunities.

Discussion

Hiring is categorized as the primary function of the human resource department of the organizations. It is essential for the recruitment managers to select the most suitable employees according to the actual needs of the organizations. This specific standard is also applied to the field of aviation. It is the fundamental responsibility of the managers to choose the most appropriate staff members to ensure the successful execution of all the objectives. Selection of good employees ultimately helps employers to achieve their short-term and long-term plans effectively and efficiently. The role of the human resource manager is crucial in the aviation industry to attain the most useful workers and aligned them with the overall prospect of the organization.

Recruiting manager is identified as the concerned entity who is responsible to manage the human side of the aviation enterprise. The main idea of proper selection and management of the workforce is also linked with the development of a suitable association between employees and companies ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"MJ5EPXzC","properties":{"formattedCitation":"(Zhao & Liden, 2011)","plainCitation":"(Zhao & Liden, 2011)","noteIndex":0},"citationItems":[{"id":1824,"uris":["http://zotero.org/users/local/lMSdZ3dY/items/NQFRW324"],"uri":["http://zotero.org/users/local/lMSdZ3dY/items/NQFRW324"],"itemData":{"id":1824,"type":"article-journal","title":"Internship: A recruitment and selection perspective.","container-title":"Journal of Applied Psychology","page":"221","volume":"96","issue":"1","author":[{"family":"Zhao","given":"Hao"},{"family":"Liden","given":"Robert C."}],"issued":{"date-parts":[["2011"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Zhao & Liden, 2011). It is obligatory for the manager to utilize the available workforce to attain possible benefits from the abilities and experience of the employees. It is essential for the higher authorities of aviation organizations to provide necessary training to human resource managers when it comes to the adoption of the beneficial phenomenon of recruitment or hiring. It is important for the managers to get necessary training which helps them to assess the actual needs of the workforce in the organizations and adopt significant measures accordingly.

Different stages of the recruitment process are adopted by the hiring managers to ensure suitable outcomes in the end. It is essential for human resource managers to have prior knowledge about the various aspects of the entire process of hiring to achieve desired results. Proper planning of the whole procedure of recruitment is integral to recruit suitable employees according to the job requirements. It is worthy to notice that the existing gap of the desired workforce for the field of aviation can only achieve with the proper formulation and development of the process of recruitment. The approach of forecasting is utilized by the hiring managers to assess the required number of workers for the aviation organization ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"8KKPA8lm","properties":{"formattedCitation":"(Appelbaum & Fewster, 2002)","plainCitation":"(Appelbaum & Fewster, 2002)","noteIndex":0},"citationItems":[{"id":1823,"uris":["http://zotero.org/users/local/lMSdZ3dY/items/CB5W9WWN"],"uri":["http://zotero.org/users/local/lMSdZ3dY/items/CB5W9WWN"],"itemData":{"id":1823,"type":"article-journal","title":"Global aviation human resource management: Contemporary recruitment and selection and diversity and equal opportunity practices","container-title":"Equal Opportunities International","page":"66-80","volume":"21","issue":"7","author":[{"family":"Appelbaum","given":"Steven H."},{"family":"Fewster","given":"Brenda M."}],"issued":{"date-parts":[["2002"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Appelbaum & Fewster, 2002). The domain of anticipation also assists the hiring staff to identify the existing gap in the form of required skills and capabilities. The stage of planning of the recruitment process helps to determine the required a number of workers, type of employees, desired skills, and the facet of cost to complete the whole procedure.

Undoubtedly, the recruitment process is one complex form of consideration which is based on different phases. It is essential for hiring managers in the aviation field to successfully meet the criteria of each stage to provide the required workforce in the end. Recruitment and selection process should be considered by the manager as the opportunity to determine the role of aviation professional as the major support to meet standards of performance. When it comes to the recruitment and selection of workforce for the aviation field that human resource managers need to get the necessary training. There is a need for proper and specific training to establish the actual complexity of this field. The recruitment management sector of the aviation field needs to be aligned with the extensive aviation and proper knowledge of aerospace experience. It is mandatory for the hiring manager to have necessary training level about the different trends of the aviation field and the overall corporate functioning at airports.

The complexity of the field of aviation demands to select the most suitable and competent individual as the manager. Comprehensive leadership skills and capability of supervision is required to establish a better form of working in the case of human resource management. The role of managers is critical because they are established as the responsible individuals to get the most suitable workforce for the aviation organization and helps them to remain loyal to the organization ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"vXOpU0BT","properties":{"formattedCitation":"(Neece, Faust, & Becker, 2003)","plainCitation":"(Neece, Faust, & Becker, 2003)","noteIndex":0},"citationItems":[{"id":1826,"uris":["http://zotero.org/users/local/lMSdZ3dY/items/3K4Q76ZD"],"uri":["http://zotero.org/users/local/lMSdZ3dY/items/3K4Q76ZD"],"itemData":{"id":1826,"type":"book","title":"Systems and methods for intelligent hiring practices","publisher":"Google Patents","author":[{"family":"Neece","given":"Michael"},{"family":"Faust","given":"Christopher"},{"family":"Becker","given":"Todd"}],"issued":{"date-parts":[["2003"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Neece, Faust, & Becker, 2003). Different particular methods and practical measures are adopted by human resource management to develop a better form of employee retention.

The concept of employee retention is established as the capability of employers to intact their skilled and experienced employees. Different policies are introduced by the human resource department of the aviation organization to achieve the loyalty and commitment of the valuable workers. The role of human resource managers is important to ensure an effective form of workers retention within the organization by ensuring a higher level of job satisfaction for them ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"u8bHqcSs","properties":{"formattedCitation":"(Barkhuizen, Welby-Cooke, Schutte, & Stanz, 2014)","plainCitation":"(Barkhuizen, Welby-Cooke, Schutte, & Stanz, 2014)","noteIndex":0},"citationItems":[{"id":1825,"uris":["http://zotero.org/users/local/lMSdZ3dY/items/VYVXUE3T"],"uri":["http://zotero.org/users/local/lMSdZ3dY/items/VYVXUE3T"],"itemData":{"id":1825,"type":"article-journal","title":"Talent management and leadership reciprocity: The case of the South African aviation industry","container-title":"Mediterranean Journal of Social Sciences","page":"11","volume":"5","issue":"9","author":[{"family":"Barkhuizen","given":"Nicolene"},{"family":"Welby-Cooke","given":"Geraldine"},{"family":"Schutte","given":"Nico"},{"family":"Stanz","given":"Karel"}],"issued":{"date-parts":[["2014"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Barkhuizen, Welby-Cooke, Schutte, & Stanz, 2014). The overall process of recruitment and the adoption of retention opportunities are established as costly business actions. It is critical for the human resource department of aviation organizations to cut unnecessary expenses and invest in the actual domains of consideration. Hiring, and retaining of trained and valuable managers is essential to ensure an effective form of employees’ performance in future. Provision of training is one costly procedure that requires a crucial form of consideration. Once aviation organizations trained their managers about the field complexity and the technological paradigms, now it becomes essential for the higher management to retain these managers. It is utmost important for the human resource department of the aviation field to adopt relevant and significant retention strategies to achieve the objective of retaining trained and experienced managers. It is important for organizations due to the increasing competition prevails in the aviation industry. Different airlines offering various forms of compensation, benefits, and business advantages. It is essential for the management to raise salaries of trained managers to ensure a better form of employee retention in the organization. Existing policies need to be revised regularly to effectively meet the standards of recruitment and retention of trained managers. Annual cost-of-living pay needs to be enhanced to provide necessary financial security to a valuable workforce. The great form of cost for the processes of retention and training of managers needs to be adjusted by the aviation organizations by developing an effective domain of employee retention.

Conclusion

To conclude the discussion about the recruiting, hiring, and training of managers along with retention opportunities for the field of aviation, it is crucial to indicate that growing market competition is a great challenge for the human resource management department. It is important for human resource management to offer a significant form of retention to the workforce to achieve desired outcomes. Costly process of hiring and training needs to be compensated by offering better retention opportunities.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Appelbaum, S. H., & Fewster, B. M. (2002). Global aviation human resource management: Contemporary recruitment and selection and diversity and equal opportunity practices. Equal Opportunities International, 21(7), 66–80.

Barkhuizen, N., Welby-Cooke, G., Schutte, N., & Stanz, K. (2014). Talent management and leadership reciprocity: The case of the South African aviation industry. Mediterranean Journal of Social Sciences, 5(9), 11.

Neece, M., Faust, C., & Becker, T. (2003). Systems and methods for intelligent hiring practices. Google Patents.

Zhao, H., & Liden, R. C. (2011). Internship: A recruitment and selection perspective. Journal of Applied Psychology, 96(1), 221.

Avoiding Wrongful Employee Termination

Avoiding Wrongful Employee Termination

[Author Name(s), First M. Last, Omit Titles and Degrees]

[Institutional Affiliation(s)]

Author Note

Avoiding Wrongful Employee Termination

Introduction

Wrongful Employee Termination has, unfortunately, been becoming a serious issue for most parts of the country in the past decade or so. With an employee becoming more aware of his right and an employer refusing to change old practices regarding the matter, there is a hike in the number of cases being made against employers who have wrongly dealt with their employees. However, there have been instances where wrongful termination suits have been used as a power grab maneuver by former employees, who believe that their employers will cave into their demands if they are made through the court of law. Overall, this is a complicated system that is made even more complicated, with no real solution in sight.

Discussion

Constructive Discharge and How Courts Perceive the Claims

A constructive discharge occurs when an employee quits from his place of employment if the conditions they have to work under have become exceedingly intolerable. The term exceedingly intolerable refers to work conditions in which any reasonable person may have been forced to leave as well. Most often, the constructive discharge takes place because of unsafe working conditions, such that threatens the life and the wellbeing of the employees. This may also include constant harassment on the part of the employers that are directed towards the employees. However, at times constructive discharge also takes place when an employer intentionally raises circumstances to force an employee out and proclaim to make the life of the employees ‘miserable’ at the workplace ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"9j6ckIto","properties":{"formattedCitation":"(Kumar, 2016)","plainCitation":"(Kumar, 2016)","noteIndex":0},"citationItems":[{"id":184,"uris":["http://zotero.org/users/local/5VyEEXyp/items/DG3H2UH9"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/DG3H2UH9"],"itemData":{"id":184,"type":"article-journal","title":"Two Conflicting Filing Periods for a Constructive Discharge Claim: Which One Is a Better Measure","container-title":"Am. U. Labor & Emp. LF","page":"xxvii","volume":"6","author":[{"family":"Kumar","given":"Aditi"}],"issued":{"date-parts":[["2016"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Kumar, 2016).

The downside of constructive discharge is often difficult to prove since the employee must prove that any reasonable person in his situation would have been forced to quit as well. Furthermore, if poor work conditions are cited as the problems, it can give the employers an opportunity to fix the situation. Seen as the people who would be able to testify to the change are currently being employed by the company, obtaining a viable testimony would be difficult. However, there may be a few factors the courts may choose to focus on if a proper judgment needs to be extracted ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"qkYkOO6d","properties":{"formattedCitation":"(Elsenheimer, 2004)","plainCitation":"(Elsenheimer, 2004)","noteIndex":0},"citationItems":[{"id":185,"uris":["http://zotero.org/users/local/5VyEEXyp/items/2L3M2KVT"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/2L3M2KVT"],"itemData":{"id":185,"type":"article-journal","title":"Agency and Liability in Sexual Harassment Law: Toward a Broader Definition of Tangible Employment Actions","container-title":"Am. UL Rev.","page":"1635","volume":"54","author":[{"family":"Elsenheimer","given":"Aric G."}],"issued":{"date-parts":[["2004"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Elsenheimer, 2004). These are;

Proof of physical harassment

Proof of sexual harassment

Retaliation of employees following a complaint.

Verbal and physical abuse.

Unwarranted demotion and humiliation associated with it.

Unwarranted denial of promotion.

Unwarranted reduction of wages.

Continued mistreatment following a complaint.

An organization can keep claims of constructive discharge at bay by looking to employee working conditions and ensuring that they are up to the mark. They should also ensure that all the required checks and balances are in place to keep the place running smoothly and the environment of the organization is such that it promotes employee growth and motivates them to work harder. Additionally, they should pay heed to employee requests and address them in the best possible manner. You should also try to keep your work environment respectful and free of bullying. Before implementing any significant change, you should consider informing the employees. Finally, always ensure that the employment agreement terms give you room to authorize change regarding essential terms and always treat your employees with honesty and in good faith ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"6wzpXYdU","properties":{"formattedCitation":"(Lieb, 1985)","plainCitation":"(Lieb, 1985)","noteIndex":0},"citationItems":[{"id":186,"uris":["http://zotero.org/users/local/5VyEEXyp/items/WDRK5Q6W"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/WDRK5Q6W"],"itemData":{"id":186,"type":"article-journal","title":"Constructive Discharge Under Section 8 (a)(3) of the National Labor Relations Act: A Study in Undue Concern Over Motives","container-title":"Indus. Rel. LJ","page":"143","volume":"7","author":[{"family":"Lieb","given":"Roslyn Corenzwit"}],"issued":{"date-parts":[["1985"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Lieb, 1985).

Difference between “Pure Employment-at-Will” and “Employment-at-Will with Exceptions”

According to the ruling of American courts, when workers are hired for an indefinite period of time, the employers, as well as the employees, have the right to terminate this working relationship at their discretion, at any time or for any reason. Such employment terms or work relationship is known as “Pure Employment-at-Will” ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"eK2JJ3kA","properties":{"formattedCitation":"(Paul & Townsend, 1993)","plainCitation":"(Paul & Townsend, 1993)","noteIndex":0},"citationItems":[{"id":173,"uris":["http://zotero.org/users/local/5VyEEXyp/items/KXUIS47L"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/KXUIS47L"],"itemData":{"id":173,"type":"article-journal","title":"Wrongful termination: Balancing employer and employee rights—A summary with recommendations","container-title":"Employee Responsibilities and Rights Journal","page":"69-82","volume":"6","issue":"1","author":[{"family":"Paul","given":"Robert J."},{"family":"Townsend","given":"James B."}],"issued":{"date-parts":[["1993"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Paul & Townsend, 1993). It was the outcome of abandonment of Horace Gray Wood’s A Treatise on the Law of Master and Servant and the adoption of British Common Law tradition ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"PACHE3pI","properties":{"formattedCitation":"(Biasi & Tuzet, 2016)","plainCitation":"(Biasi & Tuzet, 2016)","noteIndex":0},"citationItems":[{"id":177,"uris":["http://zotero.org/users/local/5VyEEXyp/items/GUABMLST"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/GUABMLST"],"itemData":{"id":177,"type":"article-journal","title":"From Judge-made Law to Scholar-made Law? The strange case of Employment-at-Will in the US","container-title":"The Strange Case of Employment-at-Will in the US","author":[{"family":"Biasi","given":"Marco"},{"family":"Tuzet","given":"Giovanni"}],"issued":{"date-parts":[["2016"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Biasi & Tuzet, 2016).

In the US, it is regarded as the doctrine of an employee at will, which is a common law rule. Furthermore, this relationship is based on the egalitarian principle that all parties involved in an employment relationship are able to do so as equals in the eyes of the law ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"4Ss2tMJt","properties":{"formattedCitation":"(Brown & Gray, 1988)","plainCitation":"(Brown & Gray, 1988)","noteIndex":0},"citationItems":[{"id":176,"uris":["http://zotero.org/users/local/5VyEEXyp/items/QFX4P2HG"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/QFX4P2HG"],"itemData":{"id":176,"type":"article-journal","title":"A Positive Alternative To Employment-At-Will","container-title":"SAM Advanced Management Journal","page":"13","volume":"53","issue":"3","author":[{"family":"Brown","given":"Darrel R."},{"family":"Gray","given":"George R."}],"issued":{"date-parts":[["1988"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Brown & Gray, 1988). However, the idea of equal footing in a relationship like this can better be regarded as a legal fiction, since an employment relationship almost always favors the employer rather than the employee. While this wasn’t regarded as a ground-breaking issue earlier, presently, with the rise in advocacy of employee rights and condemnation of wrongful discharge, the basic doctrine “Employment-at-will” is riddled with controversy and debate ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"z8yFz2xa","properties":{"formattedCitation":"(Borstorff, Hearn, & Harper, 1997)","plainCitation":"(Borstorff, Hearn, & Harper, 1997)","noteIndex":0},"citationItems":[{"id":174,"uris":["http://zotero.org/users/local/5VyEEXyp/items/CYWKGTA4"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/CYWKGTA4"],"itemData":{"id":174,"type":"article-journal","title":"Employment-at-Will: Communicate or Abandon?","container-title":"인터넷 문서 (http://www. sbaer. uca. edu/Research/1997/ASBE/97asb029. htm)","author":[{"family":"Borstorff","given":"Patricia"},{"family":"Hearn","given":"Mark"},{"family":"Harper","given":"Laura"}],"issued":{"date-parts":[["1997"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Borstorff, Hearn, & Harper, 1997).

On the other hand, the common law exception to the doctrine of Employment-at-will i.e. “Employment-at-will with exceptions” have been put in place purely to mitigate the harsh consequences of Employment-at-will. The major exceptions being used here are implied a contract, implied a covenant of good faith, and, perhaps the most well know, public policy ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"RbY0Kmtl","properties":{"formattedCitation":"(Muhl, 2001)","plainCitation":"(Muhl, 2001)","noteIndex":0},"citationItems":[{"id":178,"uris":["http://zotero.org/users/local/5VyEEXyp/items/WXMGBV23"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/WXMGBV23"],"itemData":{"id":178,"type":"article-journal","title":"The employment-at-will doctrine: three major exceptions","container-title":"Monthly Lab. Rev.","page":"3","volume":"124","author":[{"family":"Muhl","given":"Charles J."}],"issued":{"date-parts":[["2001"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Muhl, 2001).

Public policy is one of the most recognized and well-known exceptions of public policy. It aims to protect employees from employment actions that are in direct violation of the public interests. The way various US states recognize the idea of public policy differs exceptionally. However, there are four basic categories that are common to all, that allows the employee to refuse to perform a state-deemed unlawful act, report a direct violation of the law, engage in acts that promote public interest and exercise statutory rights ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"aoshM1tJ","properties":{"formattedCitation":"(Kautonen et al., 2010)","plainCitation":"(Kautonen et al., 2010)","noteIndex":0},"citationItems":[{"id":181,"uris":["http://zotero.org/users/local/5VyEEXyp/items/XYDVVET2"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/XYDVVET2"],"itemData":{"id":181,"type":"article-journal","title":"“Involuntary self-employment” as a public policy issue: a cross-country European review","container-title":"International Journal of Entrepreneurial Behavior & Research","page":"112-129","volume":"16","issue":"2","author":[{"family":"Kautonen","given":"Teemu"},{"family":"Down","given":"Simon"},{"family":"Welter","given":"Friederike"},{"family":"Vainio","given":"Pekka"},{"family":"Palmroos","given":"Jenni"},{"family":"Althoff","given":"Kai"},{"family":"Kolb","given":"Susanne"}],"issued":{"date-parts":[["2010"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Kautonen et al., 2010).

A term of the contract at employment exists between the employer and the employee in writing when the relationship begins. However, an implied contract may be an oral assurance given by the employer to the employee regarded certain matters, such as pay raise, bonuses or promotions are also binding in the eyes of the law. Such assurances can also be held up in court, thus employers should seek to protect themselves against such proclamations by placing disclaimers in employment contracts ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"8LoR0W52","properties":{"formattedCitation":"(Rousseau & Anton, 1988)","plainCitation":"(Rousseau & Anton, 1988)","noteIndex":0},"citationItems":[{"id":179,"uris":["http://zotero.org/users/local/5VyEEXyp/items/V7IHDVUS"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/V7IHDVUS"],"itemData":{"id":179,"type":"article-journal","title":"Fairness and implied contract obligations in job terminations: A policy-capturing study","container-title":"Human Performance","page":"273-289","volume":"1","issue":"4","author":[{"family":"Rousseau","given":"Denise M."},{"family":"Anton","given":"Ronald J."}],"issued":{"date-parts":[["1988"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Rousseau & Anton, 1988).

Finally, the implied covenant of good faith and fair dealing in employment relationships keeps terminations made in bad faith, or out of vengeance unlawful. It includes firing a salesman or older employees to avoid payment of commission or retirement benefits ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"uDMRou0g","properties":{"formattedCitation":"(Erb, 1994)","plainCitation":"(Erb, 1994)","noteIndex":0},"citationItems":[{"id":180,"uris":["http://zotero.org/users/local/5VyEEXyp/items/LGNFGXFU"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/LGNFGXFU"],"itemData":{"id":180,"type":"article-journal","title":"The Implied Covenant of Good Faith and Fair Dealing in Alaska: One Court's License to Override Contractual Expectations","container-title":"Alaska L. Rev.","page":"35","volume":"11","author":[{"family":"Erb","given":"Jason Randal"}],"issued":{"date-parts":[["1994"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Erb, 1994).

While “Pure Employment-at-Will” is a hard pill to digest, seeing as it overlooks some basic rights held by both parties, the exceptions made to it improve the entire situation, safeguarding basic rights while giving all the parties involved better set of the term in their work relationship.

Benefits of Montana Wrongful Discharge from Employment Act (WDEA)

Unlike most of the states in the US, Montana is an exception as it does not employ and adhere to the doctrine of Employment-at-will. Earlier, the Wrongful Discharge from Employment Act i.e. WDEA was enacted by the authorities in Montana to protect employees from wrongful terminations ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"lC5C3Lz6","properties":{"formattedCitation":"(Andreason & Morton, 1993)","plainCitation":"(Andreason & Morton, 1993)","noteIndex":0},"citationItems":[{"id":183,"uris":["http://zotero.org/users/local/5VyEEXyp/items/DW4KYS62"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/DW4KYS62"],"itemData":{"id":183,"type":"article-journal","title":"Avoiding wrongful discharge law suits in Montana","container-title":"Montana Business Quarterly","page":"22","volume":"31","issue":"2","author":[{"family":"Andreason","given":"Aaron W."},{"family":"Morton","given":"Jack K."}],"issued":{"date-parts":[["1993"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Andreason & Morton, 1993). Under the rules laid down by the WDEA, when an employee is still serving the probationary period, he or she can only be terminated for a good cause. Furthermore, unless an employee probationary period has been defined by the employer, the first six months of his or her employment at the place of work will be seen as the probation period (MT Code Sec. 39-2-901 et seq.) ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"UCMpY6KL","properties":{"formattedCitation":"(Grenig, 1991)","plainCitation":"(Grenig, 1991)","noteIndex":0},"citationItems":[{"id":182,"uris":["http://zotero.org/users/local/5VyEEXyp/items/FA5EKPBZ"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/FA5EKPBZ"],"itemData":{"id":182,"type":"article-journal","title":"The Dimissal of Employees in the United States","container-title":"Int'l Lab. Rev.","page":"569","volume":"130","author":[{"family":"Grenig","given":"Jay E."}],"issued":{"date-parts":[["1991"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Grenig, 1991).

While an employee is still serving the probation period, their employment may be terminated by the will and discretion of both the employer and the employee. This is the only instance where employment will stay active. Once the probationary period is over, employers need a “Good cause” to terminate you, which they need to prove upon request ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"cKaRtIk4","properties":{"formattedCitation":"(Ewing, North, & Taylor, 2005)","plainCitation":"(Ewing, North, & Taylor, 2005)","noteIndex":0},"citationItems":[{"id":187,"uris":["http://zotero.org/users/local/5VyEEXyp/items/US4CCN6P"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/US4CCN6P"],"itemData":{"id":187,"type":"article-journal","title":"The employment effects of a “good cause” discharge standard in Montana","container-title":"ILR Review","page":"17-33","volume":"59","issue":"1","author":[{"family":"Ewing","given":"Bradley T."},{"family":"North","given":"Charles M."},{"family":"Taylor","given":"Beck A."}],"issued":{"date-parts":[["2005"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Ewing, North, & Taylor, 2005). Furthermore, under this definition, WDEA states that it is wrongful to terminate an employee if;

If it was in retaliation of the refusal by the employee to violate public policy.

If it was in retaliation for reporting a public policy.

If the discharge was not made under a good cause following the competition of the prohibition period.

If the employer has violated or breached the provisions of his own personal policy.

The prime benefits of such a policy are;

It gives an employee a sense of purpose and job security while at work.

It keeps harassment, discrimination and other ills that are common in the workplace at bay.

It gives them room to decide, whether or not, they would like to remain employed by a certain business during the probation period. If the arrangement doesn’t feel like the right fit to them they can easily part ways.

Suggested Actions to handle Employee Terminations Legally

Even if employers and employees have a working relationship with one another that operates “at will”, it is easy to justify a termination it is accompanied by a legitimate and justifiable reason. Thus, an organization can reduce the chances of being challenged in the court significant if it handles employee terminations legally and in the following manner.

Firstly, ensure that all post-termination procedures are followed. Make sure that the former employee is being given an opportunity to make their case and pay heed to what they are saying. Here, being candid to the employee and explaining the matter may only help you in the long run. Sugarcoating things will only adversely affect the company if the employee decides to sue ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"y59iquhm","properties":{"formattedCitation":"(Tomlinson & Bockanic, 2009)","plainCitation":"(Tomlinson & Bockanic, 2009)","noteIndex":0},"citationItems":[{"id":188,"uris":["http://zotero.org/users/local/5VyEEXyp/items/A4UPRZ73"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/A4UPRZ73"],"itemData":{"id":188,"type":"article-journal","title":"Avoiding liability for wrongful termination:“ready, aim,… fire!”","container-title":"Employee Responsibilities and Rights Journal","page":"77-87","volume":"21","issue":"2","author":[{"family":"Tomlinson","given":"Edward C."},{"family":"Bockanic","given":"William N."}],"issued":{"date-parts":[["2009"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Tomlinson & Bockanic, 2009).

Secondly, give the employee the respect that is due. Do not do anything to embarrass him and let him walk out of the office with his head held high. Around this time, respect the employee’s privacy as well. Advise the people who know of the ground for his termination from whispering among other staff members. If an employee is humiliated in addition to being termination, the likelihood of him suing the company increases ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"BhIP4iEu","properties":{"formattedCitation":"(Fisk, 2001)","plainCitation":"(Fisk, 2001)","noteIndex":0},"citationItems":[{"id":189,"uris":["http://zotero.org/users/local/5VyEEXyp/items/AIWYA7TF"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/AIWYA7TF"],"itemData":{"id":189,"type":"article-journal","title":"Humiliation at work","container-title":"Wm. & Mary J. Women & L.","page":"73","volume":"8","author":[{"family":"Fisk","given":"Catherine L."}],"issued":{"date-parts":[["2001"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Fisk, 2001).

Finally, try to maintain all the relevant documents regarding the employee. His work performance and the reasons for his termination should be made a part of his personnel file. Additionally, do not try to make any post-termination settlements, or at least mention them in the termination notice. It only creates credibility issues for the employer as this document could be held up in the court of law and even motivate the employee to sue the organization for wrongful termination ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"WVzvykiX","properties":{"formattedCitation":"(Stempf, 1944)","plainCitation":"(Stempf, 1944)","noteIndex":0},"citationItems":[{"id":190,"uris":["http://zotero.org/users/local/5VyEEXyp/items/UPSZMG5M"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/UPSZMG5M"],"itemData":{"id":190,"type":"article-journal","title":"Auditing under war and postwar conditions","container-title":"Journal of Accountancy (pre-1986)","page":"18","volume":"77","issue":"000001","author":[{"family":"Stempf","given":"Victor H."}],"issued":{"date-parts":[["1944"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Stempf, 1944).

Conclusion

Wrongful employee termination is a dreary matter as it is. However, helping an employee find another place of employment and providing them with a reference and a letter of recommendation can only mitigate any ill will borne by the former employee against your organization. Additionally, the sooner a former employee is reemployed, the lesser are the chances of such an individual suing for wrongful termination ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"CWtYW0xN","properties":{"formattedCitation":"(Sherman Jr, 1981)","plainCitation":"(Sherman Jr, 1981)","noteIndex":0},"citationItems":[{"id":191,"uris":["http://zotero.org/users/local/5VyEEXyp/items/CXX7SUEN"],"uri":["http://zotero.org/users/local/5VyEEXyp/items/CXX7SUEN"],"itemData":{"id":191,"type":"article-journal","title":"Reinstatement as a remedy for unfair dismissal in common market countries","container-title":"Am. J. Comp. L.","page":"467","volume":"29","author":[{"family":"Sherman Jr","given":"Herbert L."}],"issued":{"date-parts":[["1981"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Sherman Jr, 1981).

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ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Andreason, A. W., & Morton, J. K. (1993). Avoiding wrongful discharge law suits in Montana. Montana Business Quarterly, 31(2), 22.

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Lieb, R. C. (1985). Constructive Discharge Under Section 8 (a)(3) of the National Labor Relations Act: A Study in Undue Concern Over Motives. Indus. Rel. LJ, 7, 143.

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Rousseau, D. M., & Anton, R. J. (1988). Fairness and implied contract obligations in job terminations: A policy-capturing study. Human Performance, 1(4), 273–289.

Sherman Jr, H. L. (1981). Reinstatement as a remedy for unfair dismissal in common market countries. Am. J. Comp. L., 29, 467.

Stempf, V. H. (1944). Auditing under war and postwar conditions. Journal of Accountancy (Pre-1986), 77(000001), 18.

Tomlinson, E. C., & Bockanic, W. N. (2009). Avoiding liability for wrongful termination: “ready, aim,… fire!” Employee Responsibilities and Rights Journal, 21(2), 77–87.

Benefits And Compensation

Benefits and Compensation

[Name of the Writer]

[Name of the Institution]

Benefits and Compensation

Introduction

Employee compensation plan is defined as a plan that is meant to discuss and define how an employee will be compensated for the efforts that they have put on their job role. Compensation plan are the accumulation and collection of payment and charges that includes wages that are associated with the amount of time spent on doing work, amount that are gained as a result of activity that is being performed and the expenses of the employees that are to be addressed but the company such as bonuses, working, cafeteria plans and the health plans. It would not be wrong to say that compensation or benefit plan is more like a motivation plan that is meant to make the employee keep up the good work. It is one of the central concepts in the Human Resource Management that is meant to deal with the performance of employees by giving them positive incentives to work more and realize that the company owns them. Employee compensation and benefits plan is meant to facilitate and compensate employees, taking into account different factors influence the formation of compensation plan

Discussion

An effective compensation and benefits plan is the one that is perceived by the employees as perfect in all the dimensions of systematic and professional’s components. It is important to note that there are different external and internal sectors of information required to make an effective compensation plan (Lang et al. 2018). Before analyzing the information, it is necessary to take into account the components that are included in the compensation plan. These components are the job description of the employees in terms of responsibilities, requirements, functions and the conditions in which an employee is working and, job analysis that highlights the development of job description (Works et al. 2019). Job evaluation is also one of the factors that highlight and specify the appropriate compensation level by comparison of different job descriptions, pay structure which infers the standard compensation practices and salary survey that highlight salary and market trend. All these are the components that are required to collect the required information from different departments. Development of employee compensation and benefits plan involves analysis of both external and internal data (Magnan et al. 2018).

Internal resources

Internal influences refer to the employees who are doing some type of job, analyzing if there is any difference in the job responsibilities and, comparison of departments within the same company. It is highlighted that the information form internal factors that are required to be considered for the formation of the compensation plan are financial resources. These resources refer to the following

Ability to pay

It refer to the sources or factors such as investment opportunities , opportunities for funding that the company has, analysis of the sources of income in the organization depending on the field and the evaluation of the market shares that a company owner at a particular time (Bonaime et al. 2019).

Physical Resources and business strategies

Physical resources are also considered while formulating the employee compensation plan. These resources include the location of the company, and the facilities that the company has and the equipment that is used by the company (Rahman et al. 2019). It is highlighted that the physical resources are analyzed to make decisions that can be fruitful for the company in the long run, such as the presence of heavy machinery in the area of high expenses would make it hard for the company to compensate employees more (Works et al. 2019).

Human Resources

Human resources refer to the resources that are living in nature such as employee, in terms of number, target audience and the volunteers that the company has. Human resources analysis is necessary to undergo an evaluation and analysis of the facts and figures that are associated with the employees (Works et al. 2019).

Employee

Employee is also one of the internal factors that play a central role in the formation of an employee compensation plan. It includes several different and multi-dimensional aspects such as the performance of the employee, in terms of the attention that is paid by the employee, the measure of experience that an employee had in an organization, and the potential of the employees to make his image in the company (Bonaime et al. 2019).

External factors

It is important to note that similar to the internal factors, external factors play a central role in the formation of compensation and benefit plans. Some of the important external factors are discussed as follows

Labor market condition

Labor market condition refers to the analysis of demand and supply of the labor that can cast a direct influence on the compensation of the employees (Lang et al. 2018). It is important to note that when an employee is given low wages, there are fewer demands as compared to the supply of labor. It defined the ability of the market to address the supply and chain of the resources (Lang et al. 2018).

Economic conditions

Economic conditions refer to the productivity of the market in terms of production. It is evident that if a company has a high productivity rate then there would be an increased rate of the profit values (Works et al. 2019). Moreover, economic condition is also influenced by the introduction of some new methodologies, techniques and the methods that can act as a prime factor to empower the performance of the employee (Works et al. 2019).

Labor Union and labor Laws

It is highlighted that if there would be a high and powerful labor union, then there would be an enhanced compensation plan of the company. In contrast, the non-unionized companies or factories are enjoying more freedom with respect to the fixation of the compensation plan (Magnan et al. 2018). Labor Laws also play a major role in the formulation of the compensation plans, taking into account that laws are formulated by the government to safeguard the workers from any kind of exploitation. Examples of such laws could be the minimum Wages Act 1948, the payment of Bonus Act 1965 and the Equal Remuneration Act 1976 (Lang et al. 2018). All these laws would cast a direct impact on the formulation of the compensation strategies that are applied to facilitate or reward the employees.

The most important information for the development of the compensation plan

After an analysis of the internal and external factors that are necessary and central to the formulation of an employee compensation plan, it is highlighted that some of the points are the key consideration in the formulation of a benefit plan. In the absence of such factors, the consideration plan would not be complete or information, discussed below.

Supply and Demand for the employee skill

It is asserted that the supply and demand for employee skill is one of the central information for the formation of a compensation plan because a commodity approach to labor is neither required nor correct (Magnan et al. 2018). A company is paid for the services that are provided to the customer and those services are the product of the skills of the employees.

Business Strategy

The business stagey of the company also plays a central role in the formation of the compensation plan because the types of strategy used by the company will define the attitude of the employees towards business. It would not be wrong to say that the business strategy also plays a central role to determine the ability of the company to compensate its employees (Lang et al. 2018).

Prevailing wage rate

The company wage or the going wage rate plays a central role in determining the features of the compensation plan. It is highlighted that compensation is avoided in those companies in which the other industries are not offering any compensation. In a simplified form, compensation is something that is relative to different industries (Magnan et al. 2018).

Job Requirements

It is one of the major features that are responsible for making compensation plan a product of the skills and competencies that are required by a particular job role (Rahman et al. 2019). It can be found by analyzing the job role and grading job in terms of efforts, energy, responsibility, and relative conditions (Rahman et al. 2019).

Productivity

Another major dimension to be addressed while making an employee benefit or compensation plan is productivity. It is somehow related to the wages that are offered to the employee because an employee is hired on the basis of skill and attributes (Works et al. 2019).

Least Considered Factors

After an analysis of the research conducted on the type of compensation plans, it is highlighted that the least significant factors in the formation of the compensation plan are, geographical area, attitude of the employee and the type of technology that the company is using. These aspects are given least consideration because they are related to the financial resources of the company which in return affect the compensation plan but at a very minor level (Bonaime et al. 2019).

Conclusion

In conclusion, it can be said that a compensation plan is one of the major aspects of human resource management that plays a central role in parsing the skills of the employees by bringing them close to the organization framework. This compensation or rise is given in the form of different benefits and compensation that are given to the employees so that they can be motivated. Moreover, there are both external and internal factors of the company that influence the employee compensation plan, with varying significance. In the same way, there are some factors that are related to the compensation plan but they are not given due significance because they cause a minor influence on the compensation attributes.

References

Bonaime, A. A., Kahle, K. M., Moore, D., & Nemani, A. (2019). The Evolution of Employee Compensation, Dilution, and Payout Policy. Dilution, and Payout Policy (April 10, 2019).

Lang, F., & Zhang, P. (2018, August). Research on the Evolution and Influence of Employee Compensation Standards. In 2018 2nd International Conference on Education Science and Economic Management (ICESEM 2018). Atlantis Press.

Magnan, M., & Martin, D. (2018). Executive Compensation and Employee Remuneration: The Flexible Principles of Justice in Pay. Journal of Business Ethics, 1-17.

Rahman, S., & Singh, T. (2019). Dimensions of employee satisfaction with compensation: scale development and validation. International Journal of Business Excellence, 19(2), 223-242.

Works, R., & Meharenna, R. (2019). Compensation trends into the 21st century.

Bibliography

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Author’s Note

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The article, building flexibility into a multi-national resource approach is a study conducted by Albert Wocke on four South African multi-national enterprises. The study was projected to evaluate the integration-differentiation dilemma. Many studies have been conducted to affiliate the isomorphism between parent and affiliate HRM practices ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"a7v7bje6vb","properties":{"formattedCitation":"{\\rtf ({\\i{}(PDF) Building flexibility into multi-national human resource strategy}, n.d.)}","plainCitation":"((PDF) Building flexibility into multi-national human resource strategy, n.d.)"},"citationItems":[{"id":1237,"uris":["http://zotero.org/users/local/p8kwKNoG/items/8YKME573"],"uri":["http://zotero.org/users/local/p8kwKNoG/items/8YKME573"],"itemData":{"id":1237,"type":"webpage","title":"(PDF) Building flexibility into multi-national human resource strategy: A study of four South African multi-national enterprises","container-title":"ResearchGate","abstract":"PDF | The study describes four approaches for configuring corporate HR strategy by firms from an emerging market when dealing with the... | Find, read and cite all the research you need on ResearchGate","URL":"https://www.researchgate.net/publication/232900375_Building_flexibility_into_multi-national_human_resource_strategy_A_study_of_four_South_African_multi-national_enterprises","note":"DOI: http://dx.doi.org/10.1080/09585190701249115","shortTitle":"(PDF) Building flexibility into multi-national human resource strategy","language":"en"}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} ((PDF) Building flexibility into multi-national human resource strategy, n.d.). In this article, the researcher has applied MTN international, Sasol and SABMiller and Nando's International cross-case corporate analysis. It was evaluated by the researcher that MNEs differ mainly in the level and scope of abstraction of corporate HR approaches. It was also suggested that due to the differences in the models of business, industry needs to accommodate with culture, role, and type of organization in the MNE ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"a1b4a93173o","properties":{"formattedCitation":"(Mockaitis et al., 2018)","plainCitation":"(Mockaitis et al., 2018)"},"citationItems":[{"id":1243,"uris":["http://zotero.org/users/local/p8kwKNoG/items/7QU4XJ7G"],"uri":["http://zotero.org/users/local/p8kwKNoG/items/7QU4XJ7G"],"itemData":{"id":1243,"type":"book","title":"The benefits of global teams for international organizations: HR implications","publisher":"Taylor & Francis","ISBN":"0958-5192","author":[{"family":"Mockaitis","given":"Audra I."},{"family":"Zander","given":"Lena"},{"family":"De Cieri","given":"Helen"}],"issued":{"date-parts":[["2018"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Mockaitis et al., 2018). The level of convergence of HR management depends on the national culture and the role of the organization. Studies have shown that the flexibility and development of effective management in HR practices are also essential to compete with international markets ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"aijuanb9k","properties":{"formattedCitation":"(Golden et al., 2018)","plainCitation":"(Golden et al., 2018)"},"citationItems":[{"id":1242,"uris":["http://zotero.org/users/local/p8kwKNoG/items/3R6E28DM"],"uri":["http://zotero.org/users/local/p8kwKNoG/items/3R6E28DM"],"itemData":{"id":1242,"type":"chapter","title":"Positive and negative application of flexible working time arrangements: comparing the United States of America and the EU countries","container-title":"Handbook of Research on Comparative Human Resource Management","publisher":"Edward Elgar Publishing","author":[{"family":"Golden","given":"Lonnie"},{"family":"Sweet","given":"Stephen"},{"family":"Chung","given":"Heejung"}],"issued":{"date-parts":[["2018"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Golden et al., 2018). The studies projected in this specific field have evaluated that there was a great degree of variance among these factors so further research is required to explore the elements that may influence international HR practices.

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A study was conducted by Moriah Meyskensa to evaluate the forms of international assignments and alternative kinds, also, the international talent paradox was observed in the study. Academic research has focused primarily on alternative international assignments beyond expatriate and short-term commuter assignments. The article has highlighted various elements such as the role of adjustments, selection of business practices even marital and gender status that has changed the alternative international assignments ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"a541c0fdb9","properties":{"formattedCitation":"{\\rtf ({\\i{}(PDF) The paradox of international talent: Alternative forms of international assignments}, n.d.)}","plainCitation":"((PDF) The paradox of international talent: Alternative forms of international assignments, n.d.)"},"citationItems":[{"id":1239,"uris":["http://zotero.org/users/local/p8kwKNoG/items/KWPRIWDY"],"uri":["http://zotero.org/users/local/p8kwKNoG/items/KWPRIWDY"],"itemData":{"id":1239,"type":"webpage","title":"(PDF) The paradox of international talent: Alternative forms of international assignments","URL":"https://www.researchgate.net/publication/247522555_The_paradox_of_international_talent_Alternative_forms_of_international_assignments","accessed":{"date-parts":[["2020",2,1]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} ((PDF) The paradox of international talent: Alternative forms of international assignments, n.d.). Also, the article has discussed that global talent has changed with the trends and evolution of international human resource management theories and practices. The paper has provided insight that theoretical and practical research is essential for international enterprises ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"ah5c0p83cb","properties":{"formattedCitation":"(Ying et al., 2018)","plainCitation":"(Ying et al., 2018)"},"citationItems":[{"id":1244,"uris":["http://zotero.org/users/local/p8kwKNoG/items/KS2UL8NN"],"uri":["http://zotero.org/users/local/p8kwKNoG/items/KS2UL8NN"],"itemData":{"id":1244,"type":"article-journal","title":"Digital enablement of blockchain: Evidence from HNA group","container-title":"International Journal of Information Management","page":"1-4","volume":"39","author":[{"family":"Ying","given":"Wenchi"},{"family":"Jia","given":"Suling"},{"family":"Du","given":"Wenyu"}],"issued":{"date-parts":[["2018"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Ying et al., 2018). Globalization has changed many trends in the international human resource and now industries are greatly dependent on skilled managers and top-quality staff to meet the standards of the international market ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"akbfsnfr6l","properties":{"formattedCitation":"(Doellgast et al., 2018)","plainCitation":"(Doellgast et al., 2018)"},"citationItems":[{"id":1241,"uris":["http://zotero.org/users/local/p8kwKNoG/items/EGYXM6XM"],"uri":["http://zotero.org/users/local/p8kwKNoG/items/EGYXM6XM"],"itemData":{"id":1241,"type":"book","title":"Reconstructing solidarity: Labour unions, precarious work, and the politics of institutional change in Europe","publisher":"Oxford University Press","ISBN":"0-19-879184-4","author":[{"family":"Doellgast","given":"Virginia Lee"},{"family":"Lillie","given":"Nathan"},{"family":"Pulignano","given":"Valeria"}],"issued":{"date-parts":[["2018"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Doellgast et al., 2018). Further research is essential to highlight the trends of HR practices to combat challenges in the international human resource management.

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Ying, W., Jia, S., & Du, W. (2018). Digital enablement of blockchain: Evidence from the HNA group. International Journal of Information Management, 39, 1–4.