September 11, 2001 was a day that will forever reside in the collective memory of the world. On that fateful morning, 19 terrorists who were in affiliation with Osama Bin Laden's al-Qaeda terror organization hijacked four planes. The hijackers crashed two American Airlines jets into the Twin Towers of the World Trade Center in New York City, A third plane into the Pentagon in Washington, D.C and a fourth crash landed in Pennsylvania as passengers attempted to take control of the plane. Nearly 3000 people died as a result of the attacks. In response to the attacks, the North Atlantic Treaty Organization (NATO), led by the United States, invaded the country of Afghanistan in October 2001 followed by the United States' invasion of Iraq on March 20, 2003. However, as a result of the attacks, the invasions of Afghanistan and Iraq, and the brutal and gruesome insurgencies that have followed the invasions worldwide, there has been a tide of hatred stemmed towards those of Middle Eastern descent, the Islamic faith, and those who have been mistaken to be Muslims (e.g. Sikhs). This hatred has purveyed itself into the practices of Human Resources, through the fears and angers of and misconceptions and misunderstandings by employers and coworkers. This allowed discrimination to enter many organizations and as a result many bodies had to examine the state of Human Resources and set forth guidelines to ensure that discrimination was eliminated. Due to the emotional impact of the 9/11 attacks on the United States, there was a sense of fear amongst many citizens, which culminated in high levels of discriminatory actions towards peoples who were Muslim or resembled or were mistaken to be Muslim. This was further perpetrated by employers throughout the country. As a result, the Assistant Attorney General for Civil Rights directed the Civil Rights Division's National Origin Working Group to work proactively to combat violations of civil rights laws by those employers. The effects of discrimination were heavily reflected within the Equal Employment Opportunity Commission legislation. From September 11, 2001 to September 10, 2002, the EEOC received 706 claims of discrimination based on their Islamic religion, more than double the 323 claims from the same time period the year before. Also between September 11, 2001, and September 10, 2002, 654 charges were filed under Title VII with Process Type Z, the designation given to cases involving charges from individuals who are - or are perceived to be - Muslim, Arab, Afghani, Middle Eastern or South Asian or individuals alleging retaliation related to the events of September 11, 2001. According to the EEOC, these charges were filed against employers in a wide range of industries throughout the United States. Of the 654 charges filed, discharge was an issue in 406 charges, and harassment was an issue in 271 charges. 60 individuals received almost $680,000 in monetary benefits through the efforts of the EEOC as a result of their discrimination by their employers. Some of the post 9/11 cases taken by the EEOC were: A lawsuit alleging the New York Plaza hotel and Fairmont Hotel Management discriminated against Muslim, Arab and South Asian employees was settled last month for $525,000. A 2001 lawsuit claimed that Plaza employees were called "terrorist," "Taliban" and "dumb Muslim." It also alleges that managers wrote "Osama" and "Taliban" instead of employees' names on key holders. Fairmont Hotel Management managed the hotel, which has since been sold. "As a company, we are committed to providing a work environment free of discrimination or harassment," says Carolyn Clark, senior vice president of human resources at Fairmont, in Toronto. In March, upscale seafood restaurant Pesce agreed to pay $150,000 to settle a lawsuit alleging bias against the store's general manager. According to the lawsuit, a former co-owner openly speculated that the manager's Egyptian name and appearance were the...
L01.1.1 HR and Personnel Management differences……………………………….2.3
1.2& 1.3 Tasks, role and activities of HR…………………………………………..3.4
1.4 Lawful and regulatory requests…………………………………………………3.4
Lo3 3.1 Motivational theory………………………………………………………4.5.6
3.2 JOB Evaluation process and payment factors……………………………………6.7
3.3 Varieties of reward systems……………………………………………………..7.8
3.4 Organisation monitors performance……………………………………………..8.9
HumanresourceManagement is the method of managing an organisation or a business and is related to employees and planes of a company or an institution. The aims or objectives of an HR are to meet the desires and benefits of the organisation, to make the business to grow and have value and to motivate the employees and to reward them when they perform very well. In the essay below its gone be illustrated all the job and responsibilities of an HR.
The difference between HumanResourceManagement and Personnel Management
1.1 HumanresourceManagement is a needed function on all the organisations because is the process of hiring and selection of people for the right job by training the candidates and increasing their skills and performance providing...
1. HumanResource Manager of PepsiCo’s Possible Reasons for Cessation of Employment
1. He/she got a better offer from the competitor company. That offer can be more salary or an upper position than PepsiCo.
2. Conflicts between management and HR Manager regarding a company issue or conflicts between employees and HR Manager.
3. Changes in his/her life situation. If he/she is married or had a baby, and the salary and benefits no longer support your needs, he/she has to find a better opportunities to support his/her family.
4. The culture and values of the company is way different from His/her culture and values then it will be difficult for him/her to apply this in work.
5. Because of the high stress level at work, that affects the physical or mental health and also it affects the relationship between his/her friends and family.
2. The Company Exit Procedure for the Above Situation
Exit interview is very important for the both parties to communicate with each other and discuss about the issues he/she have and about the policies. First of all HR Managers left the job without giving any notice to the management of the company and for that company can take legal actions against the former HR Manager. Before that company should conduct an exit and release interview to former HR Manager to know the reasons behind the action. To do that Company can communicate with former HR Manager to do the exit...
For the humanresources professional, it is important to be able to expect conflict to occur in our organizations, identify conflict in the workplace and know how to quickly and effectively resolve the underlying issues in a positive way. Resolving conflict in a positive manner can lead to much-improved professional and personal relationships. Mastering a few fundamental conflict resolution skills can enable you to become a better leader, decision-maker, co-worker and friend.
Whether dealing with a disagreement between co-workers or breaking through a standstill in a job contract negotiation, conflict resolution is best approached through a deliberate process that considers the different conflict resolution styles of each participant. Done well, conflict resolution can save relationships, time and resources, while improving productivity and helping move projects forward toward completion.
DEFINING CONFLICTS AND IT’S ORIGINS
Conflict is defined as an interactive process manifested in incompatibility, disagreement, or dissonance within or between social entities (i.e., individual, group, organization, etc.). Some of the manifestations of conflict behavior are expressing disagreement with the opponent, yelling, verbal abuse, interference, and so on. Conflict occurs when one or more social entities:
are required to engage...
Analyse how BASF, by adopting a strategic approach to humanresourcemanagement, seeks to proactively provide a competitive advantage, through the company’s HRM practices.
Every organisation is concerned with competing effectively in the global market. BASF’s mission and values are set out in the case study (Mancosa 2014:38) as follows:
Mission: To increase the satisfaction of customers, employees and shareholders. BASF makes sure that they add value, innovate to make customers more successful, drive sustainable solutions and forms the best team.“Each of these companies strives to make their customers more successful…”(Mancosa 2014:38).
Values: The values stated in the case study (Mancosa 2014:38) are Creative, Open, Responsible and Entrepreneurial.
It is clear that two strategies are being used in BASF namely Overall Cost Leadership as well as Differentiation.
Impact on HR practices
Overall Cost Leadership
(Noe et al,2012) defines Overall Cost Leadership as “…becoming the lowest cost producer in the industry”
Skills requirement and investment in training (Mancosa,2014) states “…BASF Holdings (Pty) Ltd have invested approximately R3 million in training initiatives.”
Promote internally (Mancosa,2014) notes “…aim to promote pools of talent allowing it to fill positions from within…”
(Noe et al,2012) defines Differentiation as “…creating a difference between the...
The reasoning behind Strategic HumanResourceManagement (SHRM)
Strategic humanresourcemanagement by definition utilizes employees as a source for managing any organization’s needs. As such, organizations assets include the employees that provide a viable advantage to the said organization. Forward thinking organizations have this perspective and show this; by the way, employees are hired, promoted and compensated. This action on the organizations part creates an environment and workforce poised for corporate success.
Implementing a strategic humanresourcemanagement plan
As a public manager working together with other managers and employees helps to foster a healthy environment that allows strategic communication to thrive. This collaborative effort also ensures that there is a better understanding of humanresource processes that could do with improvement or revamping (Paynes, 2013, p. 57).
In the vision of exercising SHRM, employees are never viewed as machines and considerations are given in many regards. The planning and employment process of a humanresources department to funnel an employee from the “candidate stage” all the way through the “hiring process,” to “employee status” and then to the “remuneration and benefits stage” is a goal that has a sequence,...
The first stop at the place of employment on the first day of work is humanresourcemanagement (HRM) office. Known in the past as the personnel department is now HRM; the place where contracts and all necessary documentation is processed before employment begins at the workplace. To some this is a friendly place and to other is threatening.
To understand whathumanresourcemanagement means and does, it is necessary to begin with a definition of its terms:
Human: of, relating to, or characteristic of humans, consisting of humans (Merriam-Webster).
Resource: a source of supply or support; an available means usually used in plural; a natural source of wealth or revenue often used in plural; a natural feature or phenomenon that enhances the quality of human life; a source of information or expertise (Merriam-Webster).
Management: the act or art of managing; the conducting or supervising of something (as a business); judicious use of means to accomplish an end; the collective body of those who manage or direct an enterprise (Merriam-Webster).
From these definitions an idea of humanresourcemanagement forms and can be states as: The art of conducting or supervising the source of supply or...
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HRM 531 HumanResourceManagement
Week 1: Individual Assignment: Management Behavior
Imagine you are a midlevel sales manager at InterClean, Inc. with three first-level managers under your responsibility. In response to a merger that is about to take place with EnviroTech, you have been instructed to draft a memo to your supervisory team about the importance of the behavior exhibited by managers.Resource: InterClean–EnviroTech Merger Scenario
Review the InterClean–EnviroTech Merger Scenario on your student Web site.
Write a 700- to 1,050-word memo that includes the following information:
Explain how a manager’s behavior can affect the productivity of his or her workers.
Describe the types of management action that align with employment laws and those that do not.
Describe best practices for working within a diverse work environment.
Note: Be sure to draw from your experiences and readings for each aspect of your memo. APA format is not required for this memo; however, you must include a title page and a references page.
Week 2: Individual Assignment: Career Development Plan Part I—Job Analysis and Selection
InterClean has just merged with EnviroTech and, as a result, has taken on a new strategic direction. The company will no longer sell only cleaning products, but will also provide full-service cleaning solutions for organizations in the...
...“The planes were hijacked, the buildings fell, and thousands of lives were lost nearly a thousand miles from here. But the attacks on the World Trade Center and the Pentagon were an attack on the heart of America” (Newman). For every cause there is an effect, and unfortunately the effects of 9/11 are disturbing. I like to say that everything happens for a reason, and the reasons of 9/11 still continue to puzzle the people today. The attacks on world trade center and pentagon on September 11 2001 were tragic and devastating not only for the victims, but all the people of United States of America. The tragic losses will forever haunt the mind of who ever lived to witness this heartbreaking event. On the Tuesday morning of September 11th, 2001, 19 terrorists from the Islamist militant group al-Qaeda hijacked four passenger jets. The hijackers intentionally flew two of those planes, American Airlines Flight 11 and United Airlines Flight 175, into the North and South towers of the World Trade Center complex in New York City; both towers collapsed within two hours. The hijackers also intentionally crashed American Airlines Flight 77 into the Pentagon in Arlington, Virginia, and the other plane crashed into a field near Shanksville, Pennsylvania, after its passengers attempted to take control of the jet from the hijackers. Nearly 3,000 people died in the attacks,...