Tylenol Code of Ethics Paper - 2182 Words

1. Identification A. Laura Moscone, a Human Resource Director for a small firm, has to decide which applicant out of a set of finalists she should hire for an outside sales position; however, her firm’s policy includes Facebook postings of their private life in her decision making for hiring any applicant for the outside sales position. B. 1. Should Laura hire Jack Friendly? 2. Should Laura disregard company policy? 3. Should Laura use Google, Facebook, LinkedIn, and other private sites used by people as a final decision? 4. Is it morally right for Laura’s company to use a collection of Internet information in all job searches? 5. Is it morally right for Laura not to hire the best†¦show more content†¦| Laura could work in an area other than Human resources. | Stakeholder #2 Jack Friendly | He would be offended by the invasion of his social media. | He would be happy knowing he is the best qualified person for the position. | He would feel violated and would wonder what kind of company he was applying with. | He would feel Laura had done her job properly and would support her decision. | Stakeholder #3 Laura’s Parents | Highly concerned as well as disappointed | Laura’s parents would be happy and proud of her doing the right thing in making her decisions. | If Laur a does the right thing, she wouldn’t have to look back wondering, her family is supportive. | Laura’s family will help her even if doing the right thing cost her job. | Stakeholder #4 Laura’s boss | He would probably be supportive of her decision based on social media. | Her boss would be disappointed because social media was not included. | He would be proud that she did her job. | He would be upset and she could be terminated. | Stakeholder #5 Laura’s friends. | They would be upset because they would be worried that other employers could do the same thing to them. | They would be supportive because they would want to be hired on their qualifications not their private life. | They would not like it because it would be a violation of their privacy. | They would be supportive of her decision to question whether or not the hiring practice is legal. |Show MoreRelatedLeadership: Project Management1237 Words   |  5 PagesLeadership Paper This short paper is about leadership and management. 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Human Resources Empolyee Retention Essays - 1109 Words

One of the significant functions, and probably the one that most people first consider when they think of human resources is the function of hiring employees for an organization. The demand for additional employees can be a result of expansion within the organization or from turnover. The hope for any human resource department is that the reason for additional employees is a result of expansion and not because of involuntary or voluntary turnover. Involuntary turnover is the termination of employees from the organization whose services are no longer needed or desired. When termination of an employee occurs, it â€Å"represents a failure of some part of the HR system† (DeNisi Griffin, 2011, p. 129). It is unfortunate but even with the best†¦show more content†¦All possible help should be given to an employee that can be motivated into a change for the better. Retaining a valued employee in the organization can be just as challenging as motivating or retraining a poorly performing employee. Perhaps the main reason for a valued and desired employee to consider leaving their employee is due to dissatisfaction. In part, it is the responsibility of the human resource department to ensure that employees feel a certain level of satisfaction in their jobs. Job dissatisfaction can be a result of varying factors. Individual that do not feel that their contributions are of value or that their work is mundane and not challenging can experience dissatisfaction. Salary, benefits, work flexibility and scheduling can be factors for many employees, as well as strained relationships between coworkers and supervisors. Assessing employee satisfaction is essential to avoid valuable employees looking for employment elsewhere in hopes of satisfying a need that is not being met. The key to retention is being responsive to the needs of employees. Talking witho ut action is ineffective in retention. Determining the needs and valued benefits for employees can be in the form of surveys or one on one interviews, but the only way to have honest and effectiveShow MoreRelatedEmployee Retention Techniques7787 Words   |  32 PagesChapter - i INTRODUCTION OF THE STUDY 1 CHAPTER I INTRODUCTION OF THE STUDY 1. Introduction The project work titled, â€Å"A Study on Employee Retention Techniques among employes in Salem District Milk Producers Union Limited†. The main objective of this study is to evaluate the employee turnover level of the company. Employee is not an economic factor but a total personality having his own feelings and a sense of responsibilities

Gods Devine Interaction with Jacob Essay - 941 Words

As God molds and guides Jacob over the course of the Jacob Cycle, God interacts with Jacob in increasingly personal ways. I) INTRO Throughout the Book of Genesis, there are cycles of protagonists with whom God interacts. In one such cycle, the Jacob cycle, God interacts with the world in a very unique way. Instead of directly influencing an outcome, He works by using people as conduits. He utilizes people to progress toward the ultimate goal of achieving His Divine Plan. During the Jacob Cycle, God influences Jacob in four significant stages: his childhood, his journey to Haran, his journey from Haran, and a final test of will. Over the course of these stages, God’s increasing trust in Jacob parallels his guidance. 1) GOD INFLUENCING†¦show more content†¦This â€Å"support† from his mother, working as the removed hand of God, is what allows Jacob to survive. 2) GOD INFLUENCING JACOB While Jacob is on his way to Haran, God finally decides that it is time to introduce Himself to Jacob. He speaks to Jacob for the first time in a dream, during which God tells Jacob that, â€Å"I am with you and will keep you wherever you go...I will not leave you until I have done [the promises] of which I have spoken to you† (Gen 28:15). Interacting with Jacob in such a way, and telling him that God will keep him instills within Jacob a sense of security. Jacob can continue on his journey without worry as, even though Jacob has yet to receive other aspects from the blessings, God is with him and God will keep him. Following the dream, when Jacob wakes up, he makes a vow where he says that, â€Å"If God will be with me, and will keep me in this way that I go...then the Lord shall be my God†¦Ã¢â‚¬ (Gen28:20-21). Jacob’s vow [FINISH THIS]. When Jacob finally arrives in Haran, Jacob falls in love with Rachel and offers himself to her father, Laban, in return for her. However, on their wedding night, Laban tricks Jacob by switching Rachel with his eldest daughter Leah. When Jacob realizes what happened, he demands that Rachel be married to him as well. Unbeknownst to him, Rachel could not bear children as she was â€Å"barren†, however since God was

Performance Management in a Human Resources Framework free essay sample

Performance Management in a Human Resources Framework Introduction The purpose of this assignment to is to consider Performance Management in a Human Resources Framework. Firstly, the assignment will look at the concept of ‘Human Resources Management’ as a holistic strategic approach to managing the relationship between employer and employee that goes beyond the bounds of mere ‘Personnel Management’. Secondly, in light of the statement from Cooke and Armstrong (1990, cited in Rudman, 2002) that â€Å"Human resources strategies exist to ensure that the culture, values and structure of the organisation and the quality, motivation and commitment of its members contribute fully to the achievement of its objectives† (p. 7), I will examine the extent to which my school’s performance appraisal and professional development policy and practice fit into a human resources framework. Lastly, these examples will be used to identify some of the potential and pitfalls of performance appraisal and professional development for an educational organisation. We will write a custom essay sample on Performance Management in a Human Resources Framework or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Human Resources Management – a holistic approach Human resource management (HRM) can be viewed as a holistic approach to managing the relationships in an organisation between the employer and employee. Rudman’s (2002) definition of HRM implies this holistic approach, in that HRM â€Å"covers all the concepts, strategies, policies and practices which organisations use to manage and develop the people who work for them† (p. 3). Several authors (Macky Johnson 2000; McGraw, 1997; Rudman, 2002; Smith, 1998) acknowledge that HRM is the strategic and coherent approach to the management of an organisations most valued assets the people working there who individually and collectively contribute to the achievement of the objectives of the organisation. The terms ‘human resource management’ (HRM), ‘human resources’ (HR) and even ‘strategic human resource management’ (SHRM) have largely replaced the term personnel management as a description of the processes involved in managing people in organisations during the decades of the 1980s and 1990s (McGraw, 1997; Rudman, 2002). â€Å"People have been making personnel decisions since the earliest of times† (Rudman, 2002, p. 2), however, from a historical perspective, the modern form of personnel management was founded from the time of the industrial revolution on two main beliefs: 1) the employer’s concern for the welfare of its workers, and 2) the organisation’s need for control (Rudman, 2002). Over the last century personnel management evolved through the changing responses between these two beliefs and altered because of influences through scientific management, the industrial welfare and human relations movements, the developm ent of trade unions and collective bargaining, and the growth of employment-related legislation (Rudman, 2002). Today, personnel management is associated with the functional aspects of people in organisations, whereas HRM is associated with the strategic aspects of people in organisations (Rudman, 2002). In practice the distinction between Personnel and Human Resource Management is often blurred because organisations need both function and strategic direction for managing and developing people (McGraw, 1997). Personnel management (PM) is therefore often used to describe the work related with administering policies and procedures for staff appointments, salaries, training and other employer/employee interactions.