The purpose of this article was to inform readers about five human resource policies that can lead employees to seek employment elsewhere. They are: time-off policies, transfer policies, references, bereavement leave policies, and theft of time policies. The author believes that “Most organizations of more than a few hundred people are burdened by unfortunate and misguided policies that serve to slow operations and drive away talented employees.” (Ryan) The author attempts to correct these unfair policies by shedding some light on them. The article is structured with an introduction and conclusion and lists the five destructive policies with bullet points in the body of the article. The first policy is the time-off policy; the author feels that the company and employers should understand their employees’ personal requirements. If an employee needs time off then the organization should do their best to accommodate them. The author feels that this policy is unfair because, “…It broadcasts to employees that "your personal life has no value to us; invest your mental and emotional energy in us accordingly." (Ryan) The second destructive policy is the transfer policy. The author advises readers and employers to not make managers the decision makers for their employees' transfer requests. Let other managers do it, like the way it is done for applicants outside the organization. It author suggests this because, ‘It lets employees know that if they can't trust their boss to look out for their interests when an appealing job in the company is available, their best bet is to bail on the organization entirely.” (Ryan) The third destructive policy is about references. An employer not allowing managers to give references because they are... ... middle of paper ... ...ee it would have been an even better article. This article can increase an HR manager’s effectiveness because after reading this article they will know which policies would not be suitable for their company. This article would help them reduce turnovers and help them understand why some policies are ineffective. I would recommend this article to my dad because he owns his own business and he hires out new technicians all the time. If he chooses to expand his business more and decides to hire longer term employees, then avoiding these policies would come in handy in creating the best policies for his business. Works Cited Noe, Raymond. Fundamentals of Human Resource Management. McGraw-Hill/Irwin. Ryan, Liz. "Five Destructive Company HR Policies - BusinessWeek." Businessweek - Business News, Stock Market & Financial Advice. 16 Apr. 2010. Web. 15 July 2011.
Bohlander, George, and Scott Snell. Managing Human Resources. 15th. Mason, OH: South-Western Pub, 2009. 98-147. Print.
at some point all employees will eventually need time off from work to deal with either a serious personal illness or other family obligations. “Many European nations took to the idea of making balancing family and work easier for employees but the movement did not gain momentum in the United States until the late 60s and 70s when working women were no longer the minority” (AAUW). There was a general shift in the nature of the common everyday american household and a two income household was slowly but surely becoming the new reality of american life.
Management 3rd edition, Kathryn M. Bartol & David C. Martin (Boston, Massachusetts Burr Ridge, Illinois Dubuque, Iowa Madison, Wisconsin New York, New York San Francisco, California St. Louis, Missouri 2008), p36, 37, 41
In dealing with a person’s livelihood, and often, sense of self, it is of no surprise that ethical issues regarding employment practices are of great concern. The issues of employment at will and due process contracts in the workplace are among the most widely contentious in the realm of employment. Employment at will is the doctrine that employment may be ended, by either party, for good, bad or no cause at all.1 Due process, on the other hand, is the employment practice in which a person may appeal a decision as a means of receiving an explanation and the opportunity to argue against it.2 Employment at will is the standard in the majority of private corporations today and is argued for relentlessly by freedom of contract enthusiasts, however, it is becoming ever more apparent that employment at will contracts reflect the old corporate maxim where the single bottom line, profit, is accented and the well being of other stakeholders, in this case the employee, are of little or no influence. Due process should be accepted as the prevalent employment system as it shelters employees from the hostile actions of the more powerful employer, provides a stable, bilateral contract between both parties and portrays the growing ethical concerns of society.
Remington, J., Heiser, R., Smythe, C., & Sovereign, K. (2012). Human resources law (5th ed.). Upper Saddle River, NJ: Prentice Hall.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
---. What Organizations and Individuals Have Done to Invite Workplace Violence. 6 Nov. 2000 .
The Family Medical Leave Act (FMLA) was eight long years in the making. After many bitter debates between the Republicans and Democrats, Congress passed the Act on February 4, 1993. President Clinton signed the measure into law the following day. The Act became effective on August 5, 1993. The Act required employers with fifty or more employees within a seventy-five mile radius to offer eligible employees up to twelve weeks of unpaid leave during a twelve month period for a variety of medical reasons. Some of the general medical reasons are, for the birth or adoption, to care for a seriously ill parent, spouse or child or to undergo medical treatment for their own illness. The Act spelled out provisions on employer coverage; employee eligibility for the law's benefits; entitlement to leave, maintenance of health benefits during leave, and job restoration after leave; notice and certification of the need for FMLA leave; and protection for employees who request or take FMLA leave. (1) The law also requires employers to keep certain records. It was estimated that the Act would affect five percent of America's employers and forty percent of all employees. This paper will show the ethical standpoint on how employers handle FMLA. In addition, this paper will show the progress FMLA has made in five years, becoming more ethically correct.
The purpose of this research is to prove that the employment at will doctrine does not protect the employee population in the United States. The fact that if you look at the way the doctrine is written it protects the employers and firms, and this as a result creates discrimination. This in itself creates an unsafe and sometime unstable work environment because of the potential for high turnover, costly training, and low morale amongst employees. There are certain factors that must be considered within the employee at will doctrine such as union protection, the economy, contracting verses employment, discrimination and the economic stance on the United States is currently in.
United States of America. National Employment Law Project. National Employment Law Project. N.p., Jan. 2011. Web. 18 May 2014.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
In an effort to gain a working understanding of the Human Resources field, I chose to interview the Director of Human Resources for an organization in Miami, Florida. What I learned goes far beyond any classroom or textbook instruction. It is clear; the field of Human Resources will never be static, as society, technology, and legal environments change, so will the field of Human Resources.
Paid sick leave is an entitlement for employees within any organisation, it is meant to be used for when an employee is sick or has family obligations, such as caring for sick loved ones. As in the article ‘Anger at plan to cut medic’s sick leave’ unlike annual leave sick leave cannot be accumulated and employees cannot obtain compensation for sick leave not taken (2004). Paid sick leave is necessary for employees as the entitlement gives them the option for when they cannot attend work due to an illness, sick leave also helps the organisation, as employees with sick leave are able to work reliably and efficiently, and by allowing a sick employee off for a single day can prevent the whole organisation from catching the sickness and reducing productivity. However sick leave schemes are open to abuse, it requires strong administration and planning from the organisation’s human resources department as well as the employer. Researching and planning a sick leave policy plan in which benefits both the employee and employer would help reduce the problem of sick leave abuse while keeping the entitlement available. This paper will discuss what sick leave is, why and how it is abused, why it is a problem for organisations and what type of plans can be used to minimise the abuse of sick leave within an organisation.
Robbins, S.P., & Coulter, M. (2009). Management (10th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.