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Business Week Case

[Your Name]

[Instructor Name]

[Course Number]

[Date]

Business Week Case

Question # 1

Which functions of human resources management are described in this case? Which are missing? In what ways, if any, are the missing functions relevant to building competitive advantage, too?

Described Functions of HR Management

In the “Rebuilding Competitive Advantage”, following functions of Human Resource Management are described:

Talent Acquisition: Talent acquisition is one of the major and most important functions of HR management where the concern management put efforts to acquire the best talent from the labor market.

Reward and recognition: The second described function of HR management in the case is reward and recognition. The evidence from the case is “Companies must reward business leaders for their performance and not simply reward their decision to stay with the company.” Here the management has been considered required that they should effectively reward employees’, especially top leaders.

Organizing: Organizing function has been described in the case that companies have to allocate employees as per their skills and capabilities and allocate them in tough jobs to make them efficient.

Training and Development: The last function of HR management in the case is training and development. Here, it has been said that the management should encourage and motivate employees (top-level) to acquire new skills, knowledge, and capabilities for being better job performers, especially for high-level responsibilities.

Missing Functions

The missing function of Human Resource Management associated with developing competitiveness are;

Planning and Directing Employees

Controlling and effective Management

Operative Functions:

Job Analysis and Evaluation

Performance Appraisal

Employees Relationships and Employees’ Welfare.

Question # 2The writer and people interviewed talk about competitive advantage coming from the qualities of a company's top executives. To what extent do these principles apply to middle managers, supervisors, and non-management employees?

These mentioned principles discussed by the writer and interviewed individual apply to a higher extent. They apply highly to middle managers, supervisors, and non-management employees because;

Middle managers are the people who implement developed HR strategies and actually bring changes and improvement in employees and management.

Supervisor manages and develops their teams and inferiors which is considered as a step towards achieving competitive advantage. Because building and efficiently managing teams achieve organizational goals in a better in comparison to individuals’ efforts.

Qualities and efficiency of non-management employees lead to better performance, operations and enhanced productivity. While this further leads and enable companies to have competitive advantages over rivals.

Subject: HRM

Pages: 1 Words: 300

Can Select Any Topic From The List

Integrating Indigenous Cultures into Organisations

[Name of the Writer]

[Name of the Institution]

Integrating Indigenous Cultures into Organisations

Introduction

Australia is known as the one prominent example of the diversity that appears in different forms. People originally belong to different cultures are associated with each other to enhance the overall effectiveness of the society. It is noticeable to consider that people belong to different communities delivered their cultural perspectives in everyday life in various forms. Proper alignment of different cultural perspectives is essential to maintain the required balance in the country at a different level. The phenomenon of diversity also appears in an organisational setting. Workforce linked with various communities collectively works in the organisations to achieve unified organisational goals and personal objectives of high performance ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"mhAoFj7Q","properties":{"formattedCitation":"(Daft & Samson, 2014)","plainCitation":"(Daft & Samson, 2014)","noteIndex":0},"citationItems":[{"id":757,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/3REGBB7Z"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/3REGBB7Z"],"itemData":{"id":757,"type":"book","title":"Fundamentals of Management: Asia Pacific Edition PDF","publisher":"Cengage Learning Australia","URL":"https://books.google.com.pk/books?id=jA-pBQAAQBAJ","ISBN":"978-0-17-027106-6","author":[{"family":"Daft","given":"R. L."},{"family":"Samson","given":"D."}],"issued":{"date-parts":[["2014"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Daft & Samson, 2014). The facet of indigenous cultures appears in many different forms. Organisations need to transform their managerial domains according to the diverse working features adopted by indigenous workers. Here the main focus is to critically analyse the issue of integrating indigenous cultures into organisations.

Discussion

Comprehensive integration of indigenous cultures into organisations is only possible with the proper understanding of the diverse cultural prospects adopted by individuals belongs to these original communities ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"FhBCy0p5","properties":{"formattedCitation":"(Bodle, Brimble, Weaven, Frazer, & Blue, 2018)","plainCitation":"(Bodle, Brimble, Weaven, Frazer, & Blue, 2018)","noteIndex":0},"citationItems":[{"id":760,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/FUATBEE4"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/FUATBEE4"],"itemData":{"id":760,"type":"article-journal","title":"Critical success factors in managing sustainable indigenous businesses in Australia","container-title":"Pacific Accounting Review","page":"35-51","volume":"30","issue":"1","author":[{"family":"Bodle","given":"Kerry"},{"family":"Brimble","given":"Mark"},{"family":"Weaven","given":"Scott"},{"family":"Frazer","given":"Lorelle"},{"family":"Blue","given":"Levon"}],"issued":{"date-parts":[["2018"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Bodle, Brimble, Weaven, Frazer, & Blue, 2018). Management of the organisations needs to be vigilant when it comes to formed working policies and the overall culture of the work setting. The approach of integration of indigenous culture into organisations is also essential because people belong to these communities have an immense role in the overall economy of the country ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"ImNsBbmG","properties":{"formattedCitation":"(Pert et al., 2015)","plainCitation":"(Pert et al., 2015)","noteIndex":0},"citationItems":[{"id":758,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/6NMGLIFZ"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/6NMGLIFZ"],"itemData":{"id":758,"type":"article-journal","title":"Mapping cultural ecosystem services with rainforest aboriginal peoples: integrating biocultural diversity, governance and social variation","container-title":"Ecosystem Services","page":"41-56","volume":"13","author":[{"family":"Pert","given":"Petina L."},{"family":"Hill","given":"Rosemary"},{"family":"Maclean","given":"Kirsten"},{"family":"Dale","given":"Allan"},{"family":"Rist","given":"Phil"},{"family":"Schmider","given":"Joann"},{"family":"Talbot","given":"Leah"},{"family":"Tawake","given":"Lavenie"}],"issued":{"date-parts":[["2015"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Pert et al., 2015). The native communities are recognised as the essential part to ensure the proper utilization of resources at both organisational and national level. The issue of involvement of indigenous individuals into the mainstream of the functioning of the organisations is observed considering many different forms. There are different and important stakeholders who play a critical role to properly established the objective of integration of indigenous cultures into organisations in various forms.

The concern of proper alignment of indigenous perspective into business is critically discussed by Liz keen in news article. The author of this article come up with the focus that it is one of the basic needs of the country’s corporate world to provide necessary support to the indigenous communities to ensure the better form of reconciliation of the country. The main argument set by the author in the article is to provide better ways to indigenous communities to effectively involves the corporate spectrum of the country ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"CszyPIyq","properties":{"formattedCitation":"(Keen, 2018)","plainCitation":"(Keen, 2018)","noteIndex":0},"citationItems":[{"id":759,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/NJSIUSCY"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/NJSIUSCY"],"itemData":{"id":759,"type":"article-newspaper","title":"Corporate Australia ups support for Indigenous businesses, communities: Reconciliation Australia","container-title":"ABC News","author":[{"family":"Keen","given":"Liz"}],"issued":{"date-parts":[["2018",11,26]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Keen, 2018). The main aim of reconciliation Australia is not possible without the active contribution of native people in the form of the beneficial workforce. The idea of involvement of the native individuals in the operations of organisations is closely linked with the broad domain of the culture. It is integral for the management of the country’s organisations to formulate their organisational culture and ethical standards considering the specific cultural norms of the original communities. The author of the considered article rightly builds this argument that the approach of reconciliation Australia is not possible without considering the cultural responsibility specifically associated with the Aboriginal and Torres Strait Islander people.

The author of the article comes up with the opinion that the corporate world successfully expanding its business horizon by integrating indigenous communities into the main forms of business ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"nxpUyzOF","properties":{"formattedCitation":"(Keen, 2018)","plainCitation":"(Keen, 2018)","noteIndex":0},"citationItems":[{"id":759,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/NJSIUSCY"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/NJSIUSCY"],"itemData":{"id":759,"type":"article-newspaper","title":"Corporate Australia ups support for Indigenous businesses, communities: Reconciliation Australia","container-title":"ABC News","author":[{"family":"Keen","given":"Liz"}],"issued":{"date-parts":[["2018",11,26]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Keen, 2018). Organisations take it seriously to consider the options of the indigenous workforce and supplies to expand connections with people of original communities. Consideration of indigenous people into business eventually influence overall cultures of the organisations that can explore in different and useful forms. Currently, it becomes essential for the management of the organisations to discover key values of these original communities and utilise them in the form of the workplace setting ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"MpwSLart","properties":{"formattedCitation":"(Sangha, Le Brocque, Costanza, & Cadet-James, 2015)","plainCitation":"(Sangha, Le Brocque, Costanza, & Cadet-James, 2015)","noteIndex":0},"citationItems":[{"id":761,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/XS7GJ7N2"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/XS7GJ7N2"],"itemData":{"id":761,"type":"article-journal","title":"Ecosystems and indigenous well-being: An integrated framework","container-title":"Global Ecology and Conservation","page":"197-206","volume":"4","author":[{"family":"Sangha","given":"Kamaljit K."},{"family":"Le Brocque","given":"Andrew"},{"family":"Costanza","given":"Robert"},{"family":"Cadet-James","given":"Yvonne"}],"issued":{"date-parts":[["2015"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Sangha, Le Brocque, Costanza, & Cadet-James, 2015). The implications of the main arguments developed by the author can observe in different forms of organisational domains. Organisations of the country focused to reshape their operative facets to ensure proper involvement of the people belongs to the indigenous communities.

Culture is one great indicator to make inferences about the changing functioning of the organisations that eventually appeared in many different forms. Consideration of the specific cultural norms and standards of the original communities of Aboriginal and Torres Strait Islander in the form of culture of the organisations helps workforce to establish their belongings with the organisation. It reflects a convenient way for the workforce to actual organisational objectives effectively and efficiently. Aboriginal and Torres Strait Islander are catogorised as the two main original communities that have a great impact on the overall formation of the country. It is one of the major tasks for the management of the organisations to ensure the proper alignment between the organisational culture and the specific cultural paradigms considered by the workforce belongs to these communities ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"eCGHtlp0","properties":{"formattedCitation":"(Maclean & Inc, 2015)","plainCitation":"(Maclean & Inc, 2015)","noteIndex":0},"citationItems":[{"id":762,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/7UGWDKCR"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/7UGWDKCR"],"itemData":{"id":762,"type":"article-journal","title":"Crossing cultural boundaries: Integrating Indigenous water knowledge into water governance through co-research in the Queensland Wet Tropics, Australia","container-title":"Geoforum","page":"142-152","volume":"59","author":[{"family":"Maclean","given":"Kirsten"},{"family":"Inc","given":"The Bana Yarralji Bubu"}],"issued":{"date-parts":[["2015"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Maclean & Inc, 2015). It is important for all shareholders to understand the approach of native management. There are considerable differences exist between the facets of aboriginal and non-aboriginal management.

Cultural perspective of the organisation is established as the one crucial metaphor that eventually influences the performance of the employees and the overall organisational performance. Organisations build their own organisational cultures considering the actual short-term and long-term organisational goals and objectives. Shared values in the form of specific organisational culture help all the employees to align their working perspective with the common cultural standards. The approach of organisational culture helps workers to work as a team for the collective goals set by the higher management of the organisation. It is necessary for the organisations to formulate culture standards which helps all workers to align their personal cultural values with the cultural standards of the organisation ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"nTbMNbhX","properties":{"formattedCitation":"(Hilhorst, Baart, van der Haar, & Leeftink, 2015)","plainCitation":"(Hilhorst, Baart, van der Haar, & Leeftink, 2015)","noteIndex":0},"citationItems":[{"id":763,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/TYMWGRCJ"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/TYMWGRCJ"],"itemData":{"id":763,"type":"article-journal","title":"Is disaster “normal” for indigenous people? Indigenous knowledge and coping practices","container-title":"Disaster Prevention and Management","page":"506-522","volume":"24","issue":"4","author":[{"family":"Hilhorst","given":"Dorothea"},{"family":"Baart","given":"Judith"},{"family":"Haar","given":"Gemma","non-dropping-particle":"van der"},{"family":"Leeftink","given":"Floor Maria"}],"issued":{"date-parts":[["2015"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Hilhorst, Baart, van der Haar, & Leeftink, 2015). This particular approach is also applied in case of assurance of proper integration of indigenous cultures into organisations. It is essential for the management of the organisations to respect the specific cultural standards adopted by the workforce belongs to original communities and effectively involves them into the organisational culture. The culture of the organisation should be a clear and significant representation of the shared values and cultural standards which are acceptable for the entire workforce.

Organisations have viable options to adopt different activities and programs to attain and maintain the successful form of integration of indigenous cultures into the overall form of organisational cultures. Development of the collective cultural spectrum is essential because it eventually impacts the working behaviour of the workers. the broad idea of organisational culture is linked with the necessary components of behaviour, values, and attitudes. All these factors play a vital role to determine the unified form of organisational culture acceptable for all the workers at the collective level. It is critical for the management of the organisations to understand that cultural values adopted by the aboriginal workforce differ from the modern domain of the organisational working ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"ArLhVyAO","properties":{"formattedCitation":"(Throsby, 2017)","plainCitation":"(Throsby, 2017)","noteIndex":0},"citationItems":[{"id":767,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/GVNU5QGG"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/GVNU5QGG"],"itemData":{"id":767,"type":"article-journal","title":"Culturally sustainable development: theoretical concept or practical policy instrument?","container-title":"International Journal of Cultural Policy","page":"133-147","volume":"23","issue":"2","author":[{"family":"Throsby","given":"David"}],"issued":{"date-parts":[["2017"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Throsby, 2017). There is a need for offering balanced working conditions and cultural values for the workers, so they become able to utilise their working potential at the desired level. The difference between the cultural paradigms of the aboriginal and modern form of organisations can observe in different forms such as the values, goals, and operating styles. Existing difference in these forms ultimately impact the performance level of the workforce ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"MYSwPnxA","properties":{"formattedCitation":"(Duxbury, Kangas, & De Beukelaer, 2017)","plainCitation":"(Duxbury, Kangas, & De Beukelaer, 2017)","noteIndex":0},"citationItems":[{"id":766,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/LEYV592R"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/LEYV592R"],"itemData":{"id":766,"type":"article-journal","title":"Cultural policies for sustainable development: Four strategic paths","container-title":"International Journal of Cultural Policy","page":"214-230","volume":"23","issue":"2","author":[{"family":"Duxbury","given":"Nancy"},{"family":"Kangas","given":"Anita"},{"family":"De Beukelaer","given":"Christiaan"}],"issued":{"date-parts":[["2017"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Duxbury, Kangas, & De Beukelaer, 2017). The management of different organisations needs to be vigilant to identify the existing differences and reform all the organisational principles and practical approaches.

Organisations are bound to provide working conditions that are acceptable for all the workers without any discrimination. The approach of the cultural difference in the form of indigenous individuals can observe in case of organisations of different natures. The difference between the prevailing difference between indigenous cultures and the modern working form is the reality that appears in different forms ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"LnxBcc43","properties":{"formattedCitation":"(Young, 2016)","plainCitation":"(Young, 2016)","noteIndex":0},"citationItems":[{"id":765,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/37CNR2B6"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/37CNR2B6"],"itemData":{"id":765,"type":"chapter","title":"Speak, culture!–culture in planning’s past, present and future","container-title":"Culture, Urbanism and Planning","publisher":"Routledge","page":"63-80","author":[{"family":"Young","given":"Greg"}],"issued":{"date-parts":[["2016"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Young, 2016). Language barriers are the one point of cultural difference that plays a critical role in the working approaches of the people belongs to aboriginal regions. It is suggested for the management of the organisations to offer better and particular language programs to help specific workers who have issues in this specific form. It is one of the basic requirements for the organisations to provide assistance to the indigenous workforce in the form of language complexity ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"Av5bNDBH","properties":{"formattedCitation":"(Stewart & Warn, 2017)","plainCitation":"(Stewart & Warn, 2017)","noteIndex":0},"citationItems":[{"id":764,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/DAPBSK2G"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/DAPBSK2G"],"itemData":{"id":764,"type":"article-journal","title":"Between two worlds: Indigenous leaders exercising influence and working across boundaries","container-title":"Australian Journal of Public Administration","page":"3-17","volume":"76","issue":"1","author":[{"family":"Stewart","given":"Jenny"},{"family":"Warn","given":"James"}],"issued":{"date-parts":[["2017"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Stewart & Warn, 2017). It is witnessed that aboriginal people follow their own business domains according to specific cultural values and standards. The role of mainstream organisations is important to take necessary measures to ensure a better connection between the indigenous and modern organisational domains. Prevalence of specific cultural heritage institutes helps to develop cross-cultural relationships on different working levels ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"gQ7udxGk","properties":{"formattedCitation":"(Blignault, Haswell, & Pulver, 2016)","plainCitation":"(Blignault, Haswell, & Pulver, 2016)","noteIndex":0},"citationItems":[{"id":768,"uris":["http://zotero.org/users/local/7Hi3kAOD/items/LPFQI5C5"],"uri":["http://zotero.org/users/local/7Hi3kAOD/items/LPFQI5C5"],"itemData":{"id":768,"type":"article-journal","title":"The value of partnerships: lessons from a multi‐site evaluation of a national social and emotional wellbeing program for Indigenous youth","container-title":"Australian and New Zealand Journal of Public Health","page":"S53-S58","volume":"40","issue":"S1","author":[{"family":"Blignault","given":"Ilse"},{"family":"Haswell","given":"Melissa"},{"family":"Pulver","given":"Lisa Jackson"}],"issued":{"date-parts":[["2016"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Blignault, Haswell, & Pulver, 2016). Development and functioning of specific cultural heritage institutions and programs help to ensure proper blend between the indigenous and modern workforce.

Conclusion

In conclusion, it is vital to mention that understanding of the cultural perspectives of the indigenous people is essential to attain organisational outcomes in an effective manner. Particular organisations belong to aboriginal communities is the reality of the country which can never be ignored. It is vital for the organisations of the country to initiate strategies and plan of action to align the cultural perspective of the indigenous communities. The partnership between aboriginal and modern organisations at different levels can be one effective approach to successfully consider the cultural perspectives specifically related to the original communities.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Blignault, I., Haswell, M., & Pulver, L. J. (2016). The value of partnerships: lessons from a multi‐site evaluation of a national social and emotional wellbeing program for Indigenous youth. Australian and New Zealand Journal of Public Health, 40(S1), S53–S58.

Bodle, K., Brimble, M., Weaven, S., Frazer, L., & Blue, L. (2018). Critical success factors in managing sustainable indigenous businesses in Australia. Pacific Accounting Review, 30(1), 35–51.

Daft, R. L., & Samson, D. (2014). Fundamentals of Management: Asia Pacific Edition PDF. Retrieved from https://books.google.com/books?id=jA-pBQAAQBAJ

Duxbury, N., Kangas, A., & De Beukelaer, C. (2017). Cultural policies for sustainable development: Four strategic paths. International Journal of Cultural Policy, 23(2), 214–230.

Hilhorst, D., Baart, J., van der Haar, G., & Leeftink, F. M. (2015). Is disaster “normal” for indigenous people? Indigenous knowledge and coping practices. Disaster Prevention and Management, 24(4), 506–522.

Keen, L. (2018, November 26). Corporate Australia ups support for Indigenous businesses, communities: Reconciliation Australia. ABC News.

Maclean, K., & Inc, T. B. Y. B. (2015). Crossing cultural boundaries: Integrating Indigenous water knowledge into water governance through co-research in the Queensland Wet Tropics, Australia. Geoforum, 59, 142–152.

Pert, P. L., Hill, R., Maclean, K., Dale, A., Rist, P., Schmider, J., … Tawake, L. (2015). Mapping cultural ecosystem services with rainforest aboriginal peoples: integrating biocultural diversity, governance and social variation. Ecosystem Services, 13, 41–56.

Sangha, K. K., Le Brocque, A., Costanza, R., & Cadet-James, Y. (2015). Ecosystems and indigenous well-being: An integrated framework. Global Ecology and Conservation, 4, 197–206.

Stewart, J., & Warn, J. (2017). Between two worlds: Indigenous leaders exercising influence and working across boundaries. Australian Journal of Public Administration, 76(1), 3–17.

Throsby, D. (2017). Culturally sustainable development: theoretical concept or practical policy instrument? International Journal of Cultural Policy, 23(2), 133–147.

Young, G. (2016). Speak, culture!–culture in planning’s past, present and future. In Culture, Urbanism and Planning (pp. 63–80). Routledge.

Subject: HRM

Pages: 5 Words: 1500

Canada Post

Human Resources Management

Canada Post

Karlysa Thompson & Randice Dean

University of Prince Edward Island

Human Resources; Canada Post

Abstract

Labour relations refers to the leadership between employees and employers in the company or organization as well as in the industry. Labour relations are affected by several things, such as labour laws and political decisions. Businesses or companies always put the best of their efforts to balance good labour relations for the purpose to cut off their costs. The importance of labour relations is to establish a good relationship with the union and workers. Labour relations protects the employees and allows them to be vocal about any concerns they may have, such as wages, benefits, working conditions. Unions can have a positive and negative effect on companies. However, Unions ultimate goal is to ensure that the business has a success rate and a healthy work environment. However, issues can occur and have an impact on the organization's reputation. The union related issue that we will discuss in this paper is “Strike”. According to business dictionary a strike can be defined as a collective, organized slowdown of work by employees to force owners to accept their demands. The jurisdiction reflects that strike must involve acceptance of strike by majority employees and must contain independent verification. Canada Post Corporation is a Canadian company that trades as Canada Post. Canada Post Company is a crown corporation that operates as the primary postal operator in the State of Canada. The company provides services to almost 16 million people and addresses which have delivered more than 8.5 billion items till the end of 2016 while the revenues of the company from these operations amount to $8.2 billion. As the company is a leading company/provider of electronic commerce and customers’ communication solutions, Canada Post is the most affordable, leading, and highly reliable services provider in the region for online shoppers and e-commerce shippers (Corporation, 2019).

Canada Post has been known to strike for better benefits from the company. But we will focus on the recent years strikes in this paper. Several reasons are there due to which the employees went on strike but the most crucial ones are;

At the time when Canada Post and CUPW did not reach an agreement about their new contract demands after almost a year-long negotiation, the union and employees decided to go on and went on strike (Global News, 2019).

The discrepancy in payments/pay of rural and urban postal workers was another crucial reason behind the strike of employees. Due to this, the concern of employees was that the pays of rural carriers are based on their route while urban carriers are paid based on hours worked (Corporation, 2019).

According to newswire In October 16th 2018 Canada Post proposed and offer to increase wages, job security, and improve benefits. Canada Post wanted the rotational strikes to desist. (Newswire ,2018). This has been adopted as a strategy for resolving the strike issues and calming the situation. The manger of the company has dominant role in convincing the employees for withdrawing from strike.

Canada Post issued a statement saying “We value the relationship with the union and have been able to find common ground on some issues and have also committed to work together constructively on several important files. Those include working together to address employees workload concerns caused by parcel growth, additional financial services and going beyond pay equity for Rural and Suburban employees by extending job security and moving to one uniform.” The company emphasized on valuing its relationship with employees by offering them dialogue. The company has taken many measures for resolving the concerns of the employees such as by assessing their wages and benefits.

It is evident that Canada Post would like to put an end to this ongoing strike . The union demands have not been met as yet. Therefore, the union and Canada Post will eventually come to a settlement. At the moment there are no new updates on coming to a settlement.

Recommendations

Below are some strong recommendations for resolving the concern, Canada Post faces/faced.

Anticipate needs and concerns of employees and meet them before the strike inversely impact the company

Follow fair and highly professional policies that answer every question raised by employees feeling that they have been treated unfairly.

Identify hidden but actual reasons for the strike instead of looking at direct reasons.

Improve and develop business strategies that are aligned with employees and their concerns.

Provide better working conditions for the employees to stay engaged.

Ensure that there aren't any communication barriers between the employees and the employer.

Increase job security

With these recommendations, we believe that Canada Post will operate more efficiently and effectively. These course to actions would avoid any future disputes. While general striking is allowed, it interrupts the daily operations. Canada Post has faced rotating strikes which are more harmful to a business. It would be in this company's best interest to avoid any more strikes.

Conclusion

During these economic times, many situations can occur in an organization. Unions give employees a platform to address the current issues experienced in the workplace. However, when strikes occur the community is affected as well. Canada Post is a well known reputable transporting company that many individuals depend on for daily services. During strikes, customer satisfaction is at risk and can deter individuals away from the company if the incident keeps reoccurring. Therefore, it is beneficial that companies ensure to treat their employees fairly, because strikes also cause financial damage and lousy exposure for the company. Throughout this paper it is shown that unions and employers can have disputes for a long period of time. However,. Policies and practices play an important role in organizations. It is vital that the employees are kept happy and the employers as well.

References

Corporation, C. (2019). Announcements | Canada Post. Canadapost.ca. Retrieved 9 October 2019, from https://www.canadapost.ca/web/en/blogs/announcements/list.page

Global News. (2019).Canada Post Strike | News, Videos & Articles. Retrieved 9 October 2019, from https://globalnews.ca/tag/canada-post-strike/

Subject: HRM

Pages: 1 Words: 300

Case 2

Title page

Case 2

Question 1

The students will start by researching on what is the exact job description of HRM instructor. The first step in this process would be to understand the role, responsibilities and duties of the HRM instructor. After researching and collection of information the students will try to create a job description by following an appropriate framework. They will adopt effective writing strategy for giving description of the job. They would try to share as much details about the job as possible and create perfect balance between information and elimination of irrelevant content. The focus of the students would be too cover all areas of the job description in a professional way.

The initial part in writing the job description is the creation of specific title that are effective and generic ones. They would adopt the strategy of using bold text and italics for making the JD more eye catching. One of the most important technique that they will need to adopt is to give the details in a concise manner which transmits compete idea of the job to the readers.

Question 2

Lists and options

Searching from the Internet.

Adopting the right SEO strategy.

Entering keywords like ‘HRM instructor, Administrating duties, scheduling and organizing’.

Gathering information

The process used by students will be to conduct search on the internet and find all relevant information that can be added in the job description. Adding relevant key terms such as ‘HRM instructor’ will open the required web pages.

Question 3

List of duties

The duties that HRM instructor will perform include;

Teaching course in the subject area.

Working with the employees who are acquiring degrees in HRM.

Developing instructional plan.

Planning lessons and assignments.

Assessing students progress and identifying areas of weaknesses.

Staying information about the technology and innovation that could impact employees performance.

Advising employees and helping them in achieving goals.

Conducting research and experiments to advance the knowledge of the employees.

Supervising employees and offering support.

Publishing research that follows the ethical guidelines and is free from plagiarism.

Serving as academic administrators and reviewing recommend policies.

Job specification

Job Title

HRM Instructor

Job description

Will take the role of recruiting, training and supervising employees. This will include range of duties such as screening of employees, conducting interviews, performing background checks and monitoring.

Responsibilities and duties

The responsibilities include; teaching course in the subject area, developing instructional plan for employees, planning lessons, assessing employees progress and identifying areas of weaknesses, publishing research and serving as academic instructor.

Qualification and skills

Must hold a Masters of any specialized degree in HRM. Having experience of 5 years as HRM instructor in a well-reputed organization.

Salary and benefits

Will be paid monthly salary of $50,000. Benefits include healthcare insurance, annual leave and bonuses.

Question 4

The most difficult part of question 3a is to identify all the relevant and important activities/ responsibilities that HRM instructor will perform. It is difficult to write the job description in brief manner that highlights all duties required to complete the job.

The most difficult part in question 3b is to write an adequate salary that would be effective for attracting candidates. This require proper search for finding what is paid by the other companies to the candidates. Competitive market salary is thus important to add in the job description.

References

BIBLIOGRAPHY Cotter, T. (2019). Search engine optimized job descriptions: dos and don’ts. Retrieved 10 10, 2019, from https://resources.workable.com/tutorial/seo-job-descriptions

Dessler, G. (1994). Human Resource Management. Pearson.

Indeed. (2019). How to Write a Job Description. Retrieved 10 09, 2019, from https://www.indeed.com/hire/how-to-write-a-job-description

Truity. (2019). Professor or College Instructor. Retrieved 10 09, 2019, from https://www.truity.com/career-profile/professor-or-college-instructor

Subject: HRM

Pages: 2 Words: 600

Case Analysis Project

Title Page

Case analysis

The core values for creating the desired culture in JB Hunt include; reliability, loyalty, commitment, open-mindedness, teamwork, innovation, connectivity, quality, efficiency, and corporate social responsibility.

Reliability is focused on the attributes of trust, authenticity, and dependability. JB Hunt emphasizes on building a trustworthy relationship with the clients by selling the authentic products. The customers will not have to defend the originality of the product. The ideal designed culture stresses on creating loyalty among employees. This will encourage employees to work efficiently. Building strong employer-employee relationships will promote feelings of appreciation and respect. This will encourage them to work for the attainment of professional and organizational goals. The company will provide better incentives to the employees and help them to acquire their goals. Giving respect and treating them as part of an organization eliminate negative feelings. Adopting rewarding strategies such as giving a bonus to the better performers is a practical method of encouraging employees. Employee motivation and satisfaction is linked to their loyalty to the company. Employer and manager have an effective role in making employees feel part of the organization. The design focus on hiring the most competent and best people that could fit the JB Hunt and exhibit a high level of commitment. Providing a clear description of the company's goals and job responsibilities sis also an appropriate step for raising commitment. Provision of better career opportunities and chances of growth encourage employees to work with dedication. Adopting a clear communication method is a practice tool for removing misunderstandings between employees and supervisors. This will also give them the opportunity to express their issues and concerns.

Workplace teamwork has a direct impact on organizational productivity and efficiency. The designed culture will stress on promoting collaboration among employees by adopting certain strategies such as cheer up team members. This will help employees in the time of stress. Implementation of the buddy system will improve the adaptability of new entrants. The old employees will help new hires to adjust to the workplace. This will also involve pairing employees by explaining their roles and telling them to work together. Protocols will be set for resolving conflicts among employees. The employer will be assigned the role of helping employees in dealing with their issues. Building trust among employees is also part of the designed culture because it promotes a positive work environment.

JB Hunt will focus on innovation by creating a friendly environment that promotes open-mindedness among employees. The company focus on discovering new markets and invest in technological innovations. Enhancement of technology such as JB Hunt 360 will provide complete details of the costs, pricing, schedule lanes, and published rates. Online booking system and tracking are two important features based on the concept of innovation CITATION Sam16 \l 1033 (Prince, 2016). Some of the projects that use enhanced technology include CarrierWatch for tracking, Landstar system, and Swift Transportation. The company will accept new ideas from the team members CITATION Zar14 \l 1033 (Alias, Zawawi, Yusof, & Aris, 2014).

JB Hunt through new design will be able to increase the efficiency and quality of the product. Adoption of technology and innovation are practical methods for enhancing quality. Improving operations of trucking trucking rely on zone dispatching. Adoption of point-to-point dispatching methods will also enhance quality CITATION GDO00 \l 1033 (TAYLOR & MEINERT, 2000). The corporate social responsibility of the company aims at caring for its customers and the employees. JB Hunt will provide better salaries and work incentives to the employees. The modern and well-maintained fleet for tucks will cater to the needs of the customers effectively. It will take part in activities that promote environmental sustainability and social welfare CITATION Men12 \l 1033 (Tong, 2012).

References

BIBLIOGRAPHY Alias, Z., Zawawi, E., Yusof, K., & Aris, N. (2014). Determining Critical Success Factors of Project Management Practice: A conceptual framework. Social and Behavioral Sciences , 153, 61 – 69

Prince, S. (2016). J.B. Hunt 360: J.B. Hunt Transport's Technological Innovation. Retrieved 02 16, 2019, from https://marketrealist.com/2016/03/j-b-hunt-360-j-b-hunt-transports-technological-innovation

TAYLOR, G. D., & MEINERT, T. S. (2000). Improving the quality of operations in truckioad trucking. IIE Transactions , 32 (6).

Tong, M. (2012). How Logistics Firms Deal with and Report on CSR Expectations. Jonkoping University.

Subject: HRM

Pages: 2 Words: 600

Case Study

APPLE ASSIGNMENT

Name of Student

Name of Institution

Company Overview

The company under consideration Is Apple Inc. which is one of the leaders in the technology industry and is headquartered in California. A large number of technological devices are manufactured and sold by the company including the IPhone which is the most powerful product of the company. The computers have been the most dominating aspect of the company sales, however, the music related products are also gaining importance very fast. The major aspect that the company focuses to compete with the competitors is the technology and the quality of its products. The other strategy that the company is following pertains to the pricing. The last year highest price of any product of the company is generally kept as the lowest price of the next year. This almost drives the customers out of the competition. The company does not only raise the prices but also raises the quality and usage of the products by adding new features to the products. The company is exposed to certain threats on the political front. The reason is that the company has suppliers from all over the world and any political change in any part of the world will definitely affect the company. This situation is more evident in the regions or countries where the employees are not aware of the safety measures taken during production.

The External Environment

The economic front faced by the company is also posing serious threats to the company. One of the most serious impacts on the company was shown by the global economic recession. The large economies of the world like America, UK and Japan were badly affected by the recession CITATION Usm15 \l 1033 (Khan, 2015). The sales of the company is these areas was affected adversely. The unemployment rate in the largest economies of the world has also risen which means that the purchasing power of the people in the country has generally decreased. Another economic aspect is related to the bans on import of certain parts by the governments of the various countries. The company has to use certain imported parts in the manufacturing of IPhone which are not easily available if there are sanctions on the imports. The imposition of tariffs and import duties will also have a similar impact on the company.

On the Technological front the company has innovated successfully to take advantage of any changes in the customer needs. The company has played a part of the trend setter in the technological playground. This stance has allowed the company to remain the leader of the technology driven market. The problem is that the company cannot sit back and relax, it will have to research and analyze the environment to bring in new innovations.

On the social front, the company is following the approach presented by Carol. This approach needs that the business must consider all the stakeholders while making any decision. This will affect the business as it will have to assess the total costs and total benefits associated with any of the decisions taken. If any decision taken by the company initiates some negative comments from any of the stakeholder, the results can be disastrous for the company both in the short and the long run. In the short run, the costs of the company will be raised but there will be huge benefits in the long run for the company.

Answer 2

If the company strategy has to be defined in a single word, it will be suitable to use the word Empathy CITATION Abd16 \l 1033 (Aljafiri, 2016). The core strength of the company is to get the knowledge of the core needs of the customers when it comes to the technological products. The company should continue to follow the lead in the technological aspects of the products as well as the pricing policy. If both these aspects are successfully implemented by the company, the company will continue to lead the market especially with the IPhone. With the current strategy, the company has also minimized the threat of the new companies entering the market which will mean that the competition to the company will not increase in the short run or even in the long run.

Answer 3

If I was the CEO of the company, I would recommend that the company continues to apply the growth strategy. This will be easier for the company as it has been applying this strategy for a lo0ng time. The strategy will need a considerable amount of resources and I will make sure that the sale of the core products of the company does not go down. This will mean that the company will continue to generate the resources required to undertake the growth strategy. In my leadership, the company will have a continuous analysis of the environment to judge the opportunities available and risks associated to them. This will help us to take advantage of the most viable option available to undertake in the market.

Answer 4

The main competitor of the company is Samsung which provides almost the similar products as the company does. The major aspects of the strategy followed by Samsung Company is the pricing and ease of use for the customers. There is no serious threat for the Apple Company because it has different criterion to lead the market and to beat the competitors CITATION Qia18 \l 1033 (Zhang, 2018). The company technology leadership allows it to charge a higher price. The target markets of Apple and the competitors are different and the two companies are not directly competing with each other in any of the markets served.

References

BIBLIOGRAPHY Aljafiri, A., 2016. Apple inc. Industry analysis Business Policy and Startegy. International Journal of Science and Engineering Research, pp. 406-441.

Khan, U. A., 2015. A critical analysis of Internal and external environment of Apple inc.. International journal of Economics,Commerce and management, 3(6), pp. 955-967.

Zhang, Q., 2018. Research on Apple inc's current developing Conditions. Open Journal of Business and Management, pp. 39-46.

Subject: HRM

Pages: 3 Words: 900

Case Study

HRM Conflict Case

Name of Student

Name of institution

Overview of the topic

The topic of the paper is Confronting Conflict that is a very common issue faced by the human resource manager. The paper describes the ways to resolve the conflicts. The paper also describes the various approaches to handle the conflict at the workplace

Answer 1

The scenario that I have chosen is the first one because the person involved is married and she will be the most affected among all the people concerned. She has no way to go because on one side is her husband and on the other side is the person who is abusing her.

I will briefly discuss some of the approaches available for conflict management. The conflict management is seen on the basis of two major aspects either the person thinks of his own self or for the other people. Both these factors are measured from high to low based on the interaction of these aspects, we come up with five ways of conflict management. At the top of the system is the integrating style that includes high concern for the person himself as well as for others. The exact opposite is the avoiding style that has low concerns for the person himself and others. An obliging style gives more importance to the person himself as compared to others. A dominating style gives low importance to others and high importance to the person himself. Compromising style is concerned with a medium level of concerns for both the parties CITATION Nei02 \l 1033 (Neil Brewer, 2002).

Answer 2

In this case, my style of conflict management will be dominating in which I will have higher importance for my own self and lower importance for the others. Although the concerns of the woman will be considered and catered, the concerns of the guilty party will not be considered. The higher concern for myself will mean that I will make sure that the same thing does not happen again in my jurisdiction of work. The manager has to be dominating in all circumstances. The outcomes of the scenario that will affect the manager will be discussed with the top management to be forcefully implemented.

Answer 3

The first step to resolve the conflict is the arrangement of meeting with the people concerned CITATION Tma15 \l 1033 (Lytle, 2015). I will recommend a meeting with both the parties separately in the first place to take their independent opinions. Then later the meeting can be arranged with both the parties jointly.

The rules will be in place for the conversations and meetings so that nobody is able to disrespect other person. There will be no disrespect for both the parties by anyone. The parties will be told to communicate patiently and to listen to the views of each other with respect.

I had met both the parties separately to hear what the y had to say about the incident. I will again ask both the parties to write about the issue. The focus of this exercise is that all the relevant information is collected.

The participants will now exchange their views about each other. The role of the manager will be important at this step. The manager will play a role that will ensure that there is no problem created and the parties talk about each other in a calm manner. The participants will also try to put allegations on each other regarding the happenings. The role of the manager will be moderating and calming down.

The next step is to obtain agreement from both the parties. In the scenario, The manager will decide whether a proper case of harassment can be formed through the available evidence. After this, the manager will ensure that both people accept the happening of the incident especially the person who is guilty of the incident.

At this stage the problem is almost solved. The options considered are meant to bring some improvements in the workplace atmosphere. There should be no option that is perceived as negative by any of the parties. In the scenario under consideration, the transfer of one of the employees may be an option. The issuance of warning can be other but as the case suggested that the manager is violent and may react to the situation adversely, so this option may not be considered. The best option will be to transfer the lady away from the particular office.

My role as a manager will be to accumulate all the findings and present them to the higher management. These findings will also include the solutions extracted from the above conflict resolution process.

The analysis of all the solutions available will be done from the perspectives of the accused and the female. The options related to the manager will be noted by me and will be discussed with the top management. The top management will forcefully implement the changes.

Answer 4

The scenario is based on a sexual harassment case. I will gather information about the person accused. The person may also have done the same to some other employees and that remains unreported out of fear. After getting the information, I will take the opinion of the accused to get his further opinion. The top management will be involved at this stage and they will also cross question the accused person.

Conclusion

As far as I am concerned, I will recommend dismissal of the person if he is found guilty of the crime. The role of the lady has almost finished and she will continue to work at the same place. The reason for this is that the company will not want the employee to be disturbed any further. Further, she has her own family, if this scenario reaches the family, it may create problems for her.

References

BIBLIOGRAPHY Lytle, T. (2015). HTTP://web.a.ebscohost.com.libraryresources.columbiasouthern.edu/ehost/pdfviewer/pdfviewer?vid=4&sid=81e0e002-0636-4996-91e9-070b5105931a%40sdc-v-sessmgr03. Retrieved from HTTP://web.a.ebscohost.com.: http://web.a.ebscohost.com.libraryresources.columbiasouthern.edu/ehost/pdfviewer/pdfviewer?vid=4&sid=81e0e002-0636-4996-91e9-070b5105931a%40sdc-v-sessmgr03

Neil Brewer, P. M. (2002). GENDER ROLE, ORGANIZATIONAL STATUS, AND CONFLICT MANAGEMENT STYLES. The International Journal of Conflict Management, 78-94.

Prause, D. (2015). Conflict Management Practices for. Journal of Business Studies Quarterly, 13-22.

Subject: HRM

Pages: 3 Words: 900

Case Study

Case Study

[Name of the Writer]

[Name of the Institution]

Case Study

It has been decades that government set the minimum wage rate for the employees in the United States. However, private firms eventually offering wages above the decided minimum wage rate. This is because of competition and inflation. Companies try to keep the loyalty of the employees by offering them higher wages which help them to remain in the competition. Besides increasing the minimum wage rate there is a continuous increase in the wage gap between CEO to the average worker. To reduce the inequality of wealth and opportunity there should be a minimum gap between the wages of the employees within the firm. The increase indifference is leading towards the difference inequality, opportunities, lifestyle, and behavior of the people. For instance, the case study shows that 60% increase in CEO’s wage leads to increase in worker’s aggression. They start thinking that workers are working hard to ensure the company profit while CEO is the one who is getting the benefit more. In addition, a justification for this increase becomes difficult when people compare worker and CEO. CEO is the one who works five days a week in the office while workers dedicate their effort and energy for whole year. The data in the case study shows that the economy of the U.S is making enough revenue to pay workers then why this wage gap is increasing. There is no issue in increasing the wage of the CEO but the wages of the workers should also be increased with the same percentage to maintain the wage gap. This wage gap will not only maintain the equality between the employees of the company but ultimately result in equality in economy. Therefore, in my opinion, the argument of the social activists regarding the highest and lowest wages that the company can pay is right. Every citizen of the nation must enjoy the resources equally and according to the skills they acquire ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"q5RDJdkl","properties":{"formattedCitation":"(\\uc0\\u8220{}Reining in CEO compensation and curbing the rise of inequality,\\uc0\\u8221{} n.d.)","plainCitation":"(“Reining in CEO compensation and curbing the rise of inequality,” n.d.)","noteIndex":0},"citationItems":[{"id":1116,"uris":["http://zotero.org/users/local/mlRB1JqV/items/N4YBM4AQ"],"uri":["http://zotero.org/users/local/mlRB1JqV/items/N4YBM4AQ"],"itemData":{"id":1116,"type":"post-weblog","title":"Reining in CEO compensation and curbing the rise of inequality","container-title":"Economic Policy Institute","abstract":"Since the 1970s, rapidly accelerating CEO pay has exacerbated inequality in the United States. This report explores what policymakers can do to rein in excessive CEO pay.","URL":"https://www.epi.org/publication/reining-in-ceo-compensation-and-curbing-the-rise-of-inequality/","language":"en-US","accessed":{"date-parts":[["2019",9,12]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (“Reining in CEO compensation and curbing the rise of inequality,” n.d.)i.

Companies set designation and pay scale according to the skill employees have. They cannot simply give equal salary to everyone. Therefore, it is not necessary that if the salary of the CEO is increasing they have to give a same amount to the accountant, driver, or other workers. CEO is not elected, he acquires his position due to his experience, efforts, and skills. He makes efforts for years, maintain political warfare, and gerrymandering the firm. In other word, CEOs are above average so they get pay above average. This process repeats every year and therefore become able to get higher income. Investors are also involved in deciding the CEO’s salary by analyzing the performance of the CEO. When a CEO proves himself and maintain the progress of the firm, investors increase their trust in the firm and invest more which increase the credibility of the CEO. If the CEO is not able to maintain the relationship with the partners and investors no one will pay high wages instead firm will fire that CEO. If people compare the difference of wages between CEO and worker then it may seem wrong but if that gap compares based on duty and responsibility then CEO much deserves higher wages. Worker gets angry when the CEO received a 60% increase in pay which means $17 million but the firm can do it as they have authority and reason to take this step. In addition, with the increase in globalization companies are now able to get cheap labor. There are numbers of the developing nations who are ready to supply cheap labor. Whereas, for CEO post no firm will go for cheap instead they will focus on the experience and effectiveness of the person. This is another reason CEO deserve higher wages as replacement of the CEO is difficult for the firm as compared to replacing one worker for some other ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"DYpa4mBr","properties":{"formattedCitation":"(\\uc0\\u8220{}Should there be a maximum wage?,\\uc0\\u8221{} 2011)","plainCitation":"(“Should there be a maximum wage?,” 2011)","noteIndex":0},"citationItems":[{"id":1115,"uris":["http://zotero.org/users/local/mlRB1JqV/items/Q6QDPYEC"],"uri":["http://zotero.org/users/local/mlRB1JqV/items/Q6QDPYEC"],"itemData":{"id":1115,"type":"webpage","title":"Should there be a maximum wage?","container-title":"New Internationalist","abstract":"The cleavage of the hyper-rich away from the rest of society has never been more evident. The disproportionate wealth, resources, power and influence of this small group are under increased public scrutiny. But would an imposed limit on what people earn really help balance society?","URL":"https://newint.org/sections/argument/2011/09/22/maximum-wage-debate-income-inequality","language":"en","issued":{"date-parts":[["2011",9,22]]},"accessed":{"date-parts":[["2019",9,12]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (“Should there be a maximum wage?,” 2011).

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Reining in CEO compensation and curbing the rise of inequality. (n.d.). Retrieved September 12, 2019, from Economic Policy Institute website: https://www.epi.org/publication/reining-in-ceo-compensation-and-curbing-the-rise-of-inequality/

Should there be a maximum wage? (2011, September 22). Retrieved September 12, 2019, from New Internationalist website: https://newint.org/sections/argument/2011/09/22/maximum-wage-debate-income-inequality

Subject: HRM

Pages: 2 Words: 600

Case Study

Name

Professor name

Subject

Date

Case study

Project goals are:

To utilize resources efficiently and increasing productivity of employees.

The goal is to attain high level of satisfaction and customer loyalty.

To establish a positive brand image and awareness.

Internal deliverables include monitoring accounts, creating business documents, addressing customers concerns and queries.

External deliverables include offering affordable prices and high-quality service for attaining competitive advantage against rivals.

Measurements

Performance is measured by target-setting and evaluating the growth process. This involvement assessment of different areas of business and attainment of goals. Financial performance is also examined by measuring sales accounted, number of complaints received by customers, number of returned items and total time taken in fulfillment of order. Gross profit margin, net profit, operating margin and return on capital are also calculated CITATION JHi17 \l 1033 (J. Hill, Mason-Jones and El-Kateb).

KPI’s are selected for measuring the performance, which involve assessment of firm’s ability of meeting goals. Second KPI is quantifiable which states that measurements are performed at different times. Reliable baseline data is used for measuring performance such as individual level participation of customers.

Defects

The defects of six sigma methodology include non-reliability of the evaluation tools. The company relies on surveys and feedbacks of customers which may not be reliable. The sources used for measuring performance may involve defects CITATION Vil19 \l 1033 (Villanova).

Removing defects

It is possible to improve the six-sigma process by removing defects such as by defining the phase and then measuring it. Improvements are implemented by responding to the complaints of the customers. This suggests that improving response time if customers complains about delay in service CITATION Mur17 \l 1033 (Takao, Woldt and Silva).

Future performance

Future performance of six sigma process can be improved by resolving the concerns of the customers. Group testing is performed for mitigating the risks of ineffective process. Improvements are based on the feedback collected from the customers.

Works Cited

BIBLIOGRAPHY Villanova. Six Sigma: DMAIC Methodology . 2019. 19 10 2019 <https://www.villanovau.com/resources/six-sigma/six-sigma-methodology-dmaic/>.

J. Hill, A. J. Thomas, R. K. Mason-Jones and S. El-Kateb. "The implementation of a Lean Six Sigma framework to enhance operational performance in an MRO facility ." Production & Manufacturing Research 1.6 (2017).

Takao, Murilo Riyuzo Vendrame, Jason Woldt and Iris Bento da Silva. "Six Sigma methodology advantages for small- and medium-sized enterprises: A case study in the plumbing industry in the United States." Advances in Mechanical Engineering (2017).

Subject: HRM

Pages: 1 Words: 300

Case Study 1

Student

Instructor

Course

Date

Case study 1

The integration of Total Quality Management (TQM) by FedEx into its overall business strategy is evident through customer focus and engagement. According to Coleman and Argue (20), it is paramount to underline that the company enjoys People Service Profit (PSP) philosophy whose main objective is to ensure the interests of consumers are placed first. This comes after FedEx realized the high costs involved if 1-10-100 rule is not applied to the core. One of the benefits of assuming such an approach toward quality is that customer loyalty has grown to new heights, thus opening doors for the company to clinch global rewards. For example, presently, FedEx has won the Malcom Baldrige award, which acts as a catalyst for continued investment in quality improvement. Therefore, customer focus is the critical driver the firm uses to define its employment of TQM.

One cannot mention FedEx quality culture without acknowledging the company’s employees. It is in the FedEx constitution that workers form part of its success hence the need of minding their welfare (Michael & Francis 340). For instance, the human resource department is mandated to capitalize on intensive employee training, bonus sharing and competitive wages, a move that boosts workers retention. In return, the workforce stance on quality improvement is highly elevated. FedEx can use quality culture as a competitive advantage by cultivating employee wellbeing to ensure their skills serves as core competencies. In that way, the corporation will not be outshined by rivals.

On job training and the adoption of new philosophies are Deming’s two prime points FedEx consolidates in its undertakings. Yücel (6) suggests that FedEx human resource sector ensures workers’ training for quality outputs. On the other hand, PSP is a new ideology the American multinational courier delivery services company embodies in their pursuit for topnotch quality service delivery to its consumers. By capitalizing on such points, the corporation is confident of a brighter future.’

Works cited

Coleman Jr, Harold, and Matthew W. Argue. "Mediating with emotional intelligence: When" IQ" just isn't enough." Dispute Resolution Journal 70.3 (2015): 15-24

Michael, Monica, and Richard Francis. "A Study on International Human Resources Management Practices (IHRM)." (2018). 340-347

Yücel, Betül. Human vs. human capital? exploring HR evolution in Turkey. Diss. İstanbul Bilgi Üniversitesi, (2016).1-117

Subject: HRM

Pages: 1 Words: 300

Case Study 2

Case Study 2

Student’s Name

Institution

Customers’ View point

A.)Complaint resolution: It is unfortunate have not received the right product I paid for. Kindly review my order and process the right products. I have returned the early product sent to me.

Customer’s View Point: This is the second bad experience I am having with your company. It is unfortunate that I have to wait for months to get a product I really wanted to use immediate. This means that process of products in your company is not proficiently done. I was not satisfied with the respond provided by the company. I took days before getting the product back and still my description was not still meant.

Quality manager: Complaint should be viewed as a good thing because it makes a company to know its weakness and how customers view it in the market. This allows the company to make adjustment or improvement in service provision to satisfied clients’ needs. The benefit of using feedback is that it helps in improving customer service delivery CITATION Mar191 \l 1033 (Hargrave, 2019).

B.) Feedback: The view point was very constructive and focused on the weakness. It brings out the necessary inputs for the benefit of adjustment of customer service provision.

Quality manager: A company is able to analyze its weakness and strength and use the available tools to improve performance. The feedback therefore, is a tool for evaluation of performance in the market.

Customer View point: most view point of customers was positive regarding the service provision. Though there are some views which were negative, I believe those views are learning point of the company and can be used to improve the service delivery CITATION Jas17 \l 1033 (Kulpa, 2017).

C.)Guarantees: I received committed and improve performance based on the quality of service provision to customers.

Customer View Point: The Company has made improvement on service delivery. Prompt response is received and action to address concerns is faster compared to previous cases.

D.) Corrective Action. Immediate actions is needed to address the loop holes in the customer service department and logistic which cause delay delivery of orders.

Bibliography

BIBLIOGRAPHY Hargrave, M. (2019). Customer Relationship Management - CRM. https://www.investopedia.com/terms/c/customer_relation_management.asp , 2-15.

Kulpa, J. (2017). Why Is Customer Relationship Management So Important. https://www.forbes.com/sites/forbesagencycouncil/2017/10/24/why-is-customer-relationship-management-so-important/#48d33bd57dac , 2-15.

Subject: HRM

Pages: 1 Words: 300

Case Study Week 8

Answer 1

The company has to choose among the following three options regarding the staffing frameworks:

Ethnocentric system appoints the local people at the top positions of an organization. The example may be taken from the case under consideration. The company has hired the American people at the higher positions in the company. Thus the company is following the above mentioned staffing framework. The main benefit of following this technique is that the company maintains the most experienced staff at the top positions. The problem with this technique is that the local knowledge is not transferred fully into the organization.

Polycentric system appoints the local residents of the country in the top positions in the local offices of the company. The advantage of this option is that the company will not find it difficult to adapt to the terms of the local business atmosphere. The down side of this policy is that there are very less opportunities for promotions of the expatriates that are employed at the lower positions in the organization. This policy can create a definite knowledge gap between the local managers and the managers that are working in some other country for the same company.

The Geocentric policy appoints any person who is best suited to the post to work. The main advantage of this policy is that it is highly flexible and it can help the company to learn various work cultures. The downside of this policy is that it is difficult to apply.

Answer 2

Yes the type of staffing approach adopted by the company is affecting the working ability of Paul. The person is not able to put in place the plans that he had brought from USA. The person has not come to terms with the working cultures of the country. If the company had chosen the polycentric aspect, Paul would have found it easier to adjust to the company. The plans made by him would also have been put in place because the company had experienced people working at the top.

Answer 3

The company should use the geocentric policy. It should hire a right person for the right job irrespective of the background and culture. This will help the company in a number of ways. The company will be in a better position to assess and finalize the pay package of the employees. As the case suggests, Paul is not happy with the pay package, he would have been happier if he had been told that he would be paid lower due to lack of experience. This would have eased the problems of the employee to a certain extent. Headquarter should hire some local Vietnamese for this job so that the problems discussed are not faced.

Answer 4

Paul wants the job because he is about to finish the study from the university. He is however not suited for this job. The primary reason for this recommendation is that he lacks any work experience prior to this job. Although he had worked for the company but that was in his home country.

Answer 5

The expatriate management is a difficult task because the people find it difficult to leave their homes. Once they do it, they expect a better compensation package as compared to what they were getting in their home country and as compared to the local staff working in the same capacity as they are. The expatriate recruitment policy should keep all the doors open. This means that the company should adopt the most appropriate policy according to the situation.

Answer 6

The case has helped us to identify the following methods of expatriate compensation:

The Negotiation Method

This method involves some discussions between the company and the expatriates that have to be hired. The final compensation that is offered to the employee comes out as the final result of the negotiations. The positive side of this method is that the company can negotiate with all the expatriates on a different note. The negative aspect of this method is that the company will not be able to apply this method when it hires a larger number of expatriates. In that case it will not be possible for the company to negotiate with each employee separately.

The Balance Sheet Method

In this method, the employee is offered an equal amount of living cost as was paid if he had worked in the home country. This method is quick to apply and easy to manage and calculate the total sum paid. This method is however expensive for the company to apply because the sum of monbey to be paid to the employee would be higher.

The company in the case has applied different compensations for junior and senior positioned expatriates. The person under discussion is getting the package according to the balance sheet method. This is also because the company has now hired a large number of expatriates and cannot find it worthy to negotiate the packages separately.

Answer 7

The human resource manager at the headquarters can help the employee by ordering the transfer of the employee to some of the bigger cities of the country. The manager may also revise the package of the employee and apply the negotiation aspect of the compensation to let the employee earn more. This will help the employee by solving at least some of the problems that he is facing.

Works Cited

BIBLIOGRAPHY Harzing, A. W. (2004). Expatriate Failure: time to abandon the concept? Career Development International , 616-626.

Panmore Institute. (2017, March 24). http://panmore.com/staffing-policy-hrm-issues-in-international-business. Retrieved April 11, 2019, from http://panmore.com/staffing-policy-hrm-issues-in-international-business: http://panmore.com/staffing-policy-hrm-issues-in-international-business

Subject: HRM

Pages: 3 Words: 900

Climb The Legal Ladder Case Study

Case Study: Climb the Legal Ladder

Tammaron King

Abstract

The aim of this paper is to present a broad analysis of case “Your Turn, Climb the Legal Ladder” in the book “Compensation”, written by George Milkovich. In this case, the author addresses significant compensation problems and pay trends in existing aw firms. It described the pay scale, starting salaries, billable hours, performance bonuses and billing rates of Sullivan & Cromwell. Also, the relation of failure and pay trend of Dewey and LeBeouf is discussed. It highlights the fact that the revenue should be allocated evenly in the whole pay structure and thus it seemed unjust to increase salaries of associates at all levels.

Keywords: Compensation, Law firmsCase Study: Climb the Legal Ladder

The author of the book, George T. for more than 30 years, Milkovich has been researching and writing about pay trends, factors that effect it and how it affects everyone around. He has received four national awards for his publications.

Case Analysis

This case primarily focused on pay structures and how it is affected by the hierarchy of an organization. The position within an organization is perceived as an incentives for working in that organization. It discussed that the salary distribution at the Sullivan & Cromwell is not uniform. The higher positions avail the raise while the salaries of new employees are the same as it was few years ago. The base salary was increased by 10.34% but afterward the increase was not maintained. The failure of Dewey and Leboeuf was the result of their greed to expand the law firm by attracting a greater number of highly skilled employees ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"2FnzIV5w","properties":{"formattedCitation":"(\\uc0\\u8220{}The Economist\\uc0\\u8212{}Google Books,\\uc0\\u8221{} 2012)","plainCitation":"(“The Economist—Google Books,” 2012)","noteIndex":0},"citationItems":[{"id":156,"uris":["http://zotero.org/users/local/YgsdZK9k/items/LC46WSII"],"uri":["http://zotero.org/users/local/YgsdZK9k/items/LC46WSII"],"itemData":{"id":156,"type":"webpage","title":"The Economist - Google Books","URL":"https://books.google.com.pk/books?id=e1oZQojBH3gC&q=dewey+and+leboeuf+reason+of+failure&dq=dewey+and+leboeuf+reason+of+failure&hl=en&sa=X&ved=0ahUKEwjomfi57OjlAhUSY8AKHQOABx0Q6AEISTAF","issued":{"date-parts":[["2012"]]},"accessed":{"date-parts":[["2019",11,14]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (“The Economist,” 2012)

To attract them, the firm announced higher salaries, multiyear packages and many such benefits. Dewey and Leboeuf was one of the leading law firms of America. But when the business suffered loss, they were not able to give incentives as they promised before. This led to lack of interest in employees and they went to other law firms to seek more opportunities. In result, Dewey and Leboeuf faced more problems and went bankrupt. Better chance to grow and high incomes always attract people. They join to get the benefit only and are not loyal to the company. So, in case of loss to company, they only seek their own benefit and move towards better chances.

Stracher C. commented about S&C in The Wall Street Journal about greater benefits and compensation. He mentioned that high salaries create a stressful environment for the new employees who are already new to the environment and had to compete. It effects their work-life balance and they are able to do well. ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"RpxwYDXy","properties":{"formattedCitation":"(Cameron Stracher, 2006)","plainCitation":"(Cameron Stracher, 2006)","noteIndex":0},"citationItems":[{"id":154,"uris":["http://zotero.org/users/local/YgsdZK9k/items/D9KYIAN2"],"uri":["http://zotero.org/users/local/YgsdZK9k/items/D9KYIAN2"],"itemData":{"id":154,"type":"article-journal","title":"Cut My Salary, Please! - WSJ","container-title":"The Wall Street Journal","URL":"https://www.wsj.com/articles/SB114384471634713946","author":[{"literal":"Cameron Stracher"}],"issued":{"date-parts":[["2006"]]},"accessed":{"date-parts":[["2019",11,14]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Cameron Stracher, 2006)

As it is obvious that S&C employee are getting bonuses for their efforts, but this could result in dissatisfaction for employees if the company has to face loss in future.

Answers

When Sullivan & Cromwell’s pay structure is observed, it seems fascinating initially and any law student would dream to join S&C after graduation. But when they compare their income to the packages offered by other law firms they will realize that their pay is lesser than their associates. They may start looking for a job at other law firms. Also, when the bonuses are declined, they may start to think that company is facing financial problems.

The associates who joined the firm fours years back, earn base salary of $210,000 and additional bonus $45,000. If there is a rise in salaries of new associates, other employees at different levels of hierarchy should also get a raise. The income of senior associates should also increase too. The pay ratio should be fair and maintained to encourage new associates with an experience of 1 to 4 years. This will prevent the turnover and eventually the loss to company due to losing clients.

Partners of a law firm are employees who have stayed with the company for a long time and now have become stakeholders. Over the time spent at the firm, and dealing with major cases, they are more familiar with proceedings and have built connections as well as terms with the long-term clients. In conclusion, there is a stronger bond between the partners and clients than the clients and firm itself. So, at times, when an associate makes a mistake, the partners should handle the situation because they can evidently do it better. Because they are of great benefit to company and its reputation, they received more incentives, better treatment by firm and high status. The offer to become partners, from company to employees, does not negatively affect the firm, because it is profitable to the firm when there are more clients.

The law firm can grant bonuses to its employees in regard of handling challenging matters, rewards and recognition to motivate them to do better. The bonuses should be according to number of cases won, billable hours and efforts to strengthen the firm. The reduction in bonuses highly demotivates the employees. They tend to interpret it as their devaluation and do not put maximum effort. This will negatively impact the company’s image and revenue. Completing 2200 billable hours is highly burdensome for fresh employees. If there is no other option than reducing the bonuses, the deduction should be minimum. The reduction in bonuses gives an impression that law firm is not doing well. In next recruitment, people may feel reluctant to join the law form.

Dewey and Leboeuf used higher incomes and multiyear packages as bait to attract a maximum number of employees. The offers made by Dewey and Leboeuf seemed attractive for any employee. The Dewey and Leboeuf faced a disadvantage that at time of company performance decline, they were not able to keep promises of high salaries and benefits as they first announced. However, in case of S&C, they payed their employee on the basis of how well they performed. It motivated the employees to work harder and benefit the company. But the disadvantage of it was in case of slow progress, the firm would have to reduce the bonuses, even if the employees are working hard to earn more benefits.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Cameron Stracher. (2006). Cut My Salary, Please! - WSJ. The Wall Street Journal. Retrieved from https://www.wsj.com/articles/SB114384471634713946

The Economist—Google Books. (2012). Retrieved November 14, 2019, from https://books.google.com.pk/books?id=e1oZQojBH3gC&q=dewey+and+leboeuf+reason+of+failure&dq=dewey+and+leboeuf+reason+of+failure&hl=en&sa=X&ved=0ahUKEwjomfi57OjlAhUSY8AKHQOABx0Q6AEISTAF

Subject: HRM

Pages: 3 Words: 900

Communication

Your Name

Instructor Name

Course Number

Date

Habits for a Good Health

Introduction

Health can be defined as the complete wellbeing of physical, social, and psychological aspects of human life. Health is not only about the absence of diseases, but it has a broader aspect of one's life ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"4l25FFQE","properties":{"formattedCitation":"({\\i{}Constitution})","plainCitation":"(Constitution)","noteIndex":0},"citationItems":[{"id":1174,"uris":["http://zotero.org/users/local/s8f0QVnP/items/VTR4EMED"],"uri":["http://zotero.org/users/local/s8f0QVnP/items/VTR4EMED"],"itemData":{"id":1174,"type":"webpage","language":"en","title":"Constitution","URL":"https://www.who.int/about/who-we-are/constitution","accessed":{"date-parts":[["2019",12,18]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (WHO Constitution). Mental health and wellbeing on a person are as important as physical health. One's level of mental and physical health determines its quality of life, and excellence of health plays a role in the happiness of human beings. The average score of American individual is 91.2% in the index of National BCBS ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"J5Xm0v2A","properties":{"formattedCitation":"({\\i{}BCBS Health Index | Blue Cross Blue Shield})","plainCitation":"(BCBS Health Index | Blue Cross Blue Shield)","noteIndex":0},"citationItems":[{"id":1176,"uris":["http://zotero.org/users/local/s8f0QVnP/items/CDZJKFPY"],"uri":["http://zotero.org/users/local/s8f0QVnP/items/CDZJKFPY"],"itemData":{"id":1176,"type":"webpage","title":"BCBS Health Index | Blue Cross Blue Shield","URL":"https://www.bcbs.com/the-health-of-america/health-index","accessed":{"date-parts":[["2019",12,18]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (BCBS Health Index | Blue Cross Blue Shield). This index provided information that 12.5% of American nationals faced the problem of hypertension, with 9% of people suffered from depression. High cholesterol was another disease that badly affects the health of Americans, as 8.6% of people in the US suffered from this disease. Type 2 diabetes affected the living standard of 5.5% population of America.

Health does not only affect one's physical aspects of life, but it also plays a key role in one's achievements in life. A healthy person can set higher levels of objective for himself, and he can exert more effort to achieve his goals. Health can increase the work productivity of a person as well as the satisfaction level of a human. A healthy person can better perform his duties towards his family, society, and nation. He can play a better role in the progress of his country and humanity as well.

This study will present some habits that can increase the living standard of human beings by decreasing the chances of diseases. These habits will be beneficial to maintain a good health index.

Diet Habits

The human body requires a variety of minerals, carbohydrates, vitamins, and fats to perform well. Any deficiency of these essential ingredients leads the human body towards malnutrition. The things we eat in our daily routine become a part of our body. Therefore, we need to be very conscious about the quality and variety of our food. The following eating habits have scientifically proved as healthy for the human body and mind.

Water is one of the most important parts of the human body, and it plays a very active part in the digestive system of the body. An adult should drink 3.5-4 liters of water on a daily bases. This will increase the lubrication in joints and keeps skin fresh and healthy. Water also plays an important role in maintaining the body temperature and blood pressure ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"Y1nUVbVv","properties":{"formattedCitation":"(\\uc0\\u8220{}15 Benefits of Drinking Water and Other Water Facts\\uc0\\u8221{})","plainCitation":"(“15 Benefits of Drinking Water and Other Water Facts”)","noteIndex":0},"citationItems":[{"id":1178,"uris":["http://zotero.org/users/local/s8f0QVnP/items/ZBX7WQF7"],"uri":["http://zotero.org/users/local/s8f0QVnP/items/ZBX7WQF7"],"itemData":{"id":1178,"type":"webpage","abstract":"Drinking water is often overlooked as a necessary part of staying healthy. The body and blood are largely made of water, and so we need a lot of fluid to function. Consequences of not drinking enough include urinary infections and kidney stones. Find out here how drinking enough water helps the body function.","container-title":"Medical News Today","language":"en","title":"15 benefits of drinking water and other water facts","URL":"https://www.medicalnewstoday.com/articles/290814.php","accessed":{"date-parts":[["2019",12,19]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (“15 Benefits of Drinking Water and Other Water Facts”). It also improves the working of the spinal cord and brain.

One should try to intake calories from different types of foods. The use of Vegetables and fruits provides a human body with a variety of minerals and vitamins. Fibber is also an important ingredient of the human body, and most of the green vegetables are very high in fiber. Banana is very rich in Magnesium, vitamin B6, and protein. Fibber, protein, potassium, and sugar are an important ingredient of apple. The selection of different fruit and vegetables on a daily bases protects the human body from malnutrition.

The use of dairy products fulfills the human body's needs for protein, fat, and calcium. Daily use of eggs, milk, and butter can be very beneficial for the human body. But there must be a balance in the consumption of dairy products. Excessive use of dairy products can have some negative effects on humans. It can be a source of high cholesterol.

Red meat is a good source of protein, fat, carbohydrates, iron, zinc, and vitamin B complex. One can get red meat from beef, veal, and lamb.

One must also avoid unhealthy food habits to get better living standards. The extensive use of fried edibles should be avoided. Junk foods can also be dangerous for human health. Alcohol and cigarette consumption are also harmful to hum health. Alcohol can badly affect the kidneys of humans. It also becomes a source of high blood pressure. Many sexual, liver, and nerves related disorders are associated with the extensive use of alcohol.

Exercise Habits

The active physical routine has great benefits over the human body and mind. One must be very active in his daily routine and should try to figure out more activities outside. One must develop the habit of exercise on a daily bases. 30-40 minutes of daily exercise has the following benefits on the human body:

Daily exercise and active physical routine help a person to control his weight. Obesity has many severe effects on human health. It can become a source of high cholesterol and diabetes.

Exercise decreases the chances of heart diseases and heart attacks. It allows your lungs to inhale more oxygen in them, and as a result, the whole body can consume more oxygen.

Exercise on a daily bases can increase the energy level in the human body. It makes you more active in your routine work.

Physical activity also helps to control blood sugar levels.

A routine of exercise also has strong impacts on the cognitive abilities of a human. It can increase the thinking and learning abilities of a human. Decision-making abilities can also be improved with the help of daily exercise. Will power can also be improved with the help of physical activities.

Exercise positively changes the mood and behavior of an individual. It can be very helpful in decreasing the levels of depression and anxiety.

Exercise also has very constructive impacts on the sleeping habits of an individual. It can increase the duration of sleep as well as the quality of sleep.

Sleeping Habits

Sleeping habits of an individual have a very strong impact on his physical, cognitive, and emotional health. Bad sleep can become a source of anxiety and depression. It can also adversely affect one quality of professional work. The following sleeping habits can improve the quality of one's sleep as well as the quality of health:

An adult individual must try to sleep for 6-8 hours daily. Night sleep has proved more beneficial and constructive for the human mind and body. So, one should try to sleep early in the night.

One should try to follow the same time for sleep. Daily exercise can help to improve sleeping habits.

Heavy meals should be avoided at night time. It will improve the quality of sleep.

Alcohol and cigarette should not be consumed before going to bed. Caffeine should also be avoided at least 5 hours before sleep time.

Concluding Remarks

Health is one of the great blessings of nature. We need to take care of our health issues. Our daily routine has significant importance in the matters of our health. Our habits decide the quality of our life. A set of good habits can prevent us from many complications in our life, and it can offer us a good and healthy life. The above-discussed habits can help us in improving our quality of health and life. One must choose its diet carefully and try to get calories from different sources. One must consume vegetables and fruit on a daily bases. Dairy products must also include in one's diet plan. Most important of all is that there must be a balance in one's diet plan.

Works Cited

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY “15 Benefits of Drinking Water and Other Water Facts.” Medical News Today, https://www.medicalnewstoday.com/articles/290814.php. Accessed 19 Dec. 2019.

BCBS Health Index | Blue Cross Blue Shield. https://www.bcbs.com/the-health-of-america/health-index. Accessed 18 Dec. 2019.

Constitution. https://www.who.int/about/who-we-are/constitution. Accessed 18 Dec. 2019.

Subject: HRM

Pages: 4 Words: 1200

Communications Skill Assessment

Communication Skills Assessment

[Name of the Writer]

[Name of the Institution]

Communications Skill Assessment

Communication skills are significant for every aspect of life. Whether an individual is communicating with the family or colleagues at the workplace, communication plays an essential role in the processing, receiving and transmitting the information. It is important to understand all aspects of the communication because through excellent communication individual can understand his role as a communicator and it also helps to state message for others to understand. At the workplace, most of the time information convey to the other person through email or messages. Therefore, it is important to be an excellent written communicator. Massage or email should be clear and carry all information to avoid communication gap ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"suYKnZG7","properties":{"formattedCitation":"(Sekaran & Bougie, 2016)","plainCitation":"(Sekaran & Bougie, 2016)","noteIndex":0},"citationItems":[{"id":709,"uris":["http://zotero.org/users/local/rVaVAHaF/items/3LW8Q29T"],"uri":["http://zotero.org/users/local/rVaVAHaF/items/3LW8Q29T"],"itemData":{"id":709,"type":"book","title":"Research Methods For Business: A Skill Building Approach","publisher":"John Wiley & Sons","number-of-pages":"448","source":"Google Books","abstract":"Research Methods for Business: A Skill-Building Approach is a concise and straightforward introduction for students to the world of business research. The skill-building approach provides students with practical perspectives on how research can be applied in real business situations. Maintaining Uma Sekaran’ s popular and accessible style of writing, Roger Bougie draws upon his extensive experience in the field to present an up-to-date guide on business research which is ideal for aspiring managers. The seventh edition has been fully revised and updated to include cutting-edge examples and enriched pedagogical features designed to improve student learning outcomes. There is now an increased emphasis on the relationship between the scientific and the pragmatic approaches to research, while the key concepts are explored and applied to real-life research throughout the book.","ISBN":"978-1-119-16555-2","note":"Google-Books-ID: Ko6bCgAAQBAJ","shortTitle":"Research Methods For Business","language":"en","author":[{"family":"Sekaran","given":"Uma"},{"family":"Bougie","given":"Roger"}],"issued":{"date-parts":[["2016",6,27]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Sekaran & Bougie, 2016).

To assess my communication skills, I have used the communication skills assessment from the website www.Mindtools.com. The assessment is based on the questionnaire whose result gives a score for communication skills. In the questionnaire, every question has five answer options. After giving answers to the entire questions we can submit it for the result. The result is based on the score. The score helps to understand how strong a person has communication skills and what he should do to improve it. A score between “15-35” implies a person should work for the improvement; a score of 36-55 indicates that person is able to be a good communicator and a score of 56-75 implies that person is a brilliant communicator. I scored 50 which indicate that I have an ability to communicate with others.

According to the website during encoding and decoding the message I face communication gap. Therefore, the website suggests that before sending the message I should be clear about what I want to explain and how a message can be clear for the person to understand. For the purpose, I should think that how would I say the message verbally. Anticipation about the reaction of the receiver is necessary because it can help to choose words which can allow the receiver to hear what you are saying. I addition, the site explains that it is better to review the style, attitude, tone, and other subtleties for excellent written communication. Sometimes short massage lacks the information while sometimes extra words results in confusion. Therefore, precise and concise massage is recommended for the communication.

Additional training that is required for me is in the field of decoding. It is the fact that a good listener is also a good communicator. Therefore, I need to take the time to listen to the other. Listening does not mean to step back and listen to what other is saying. It means that I should be an active listener so I can understand the meaning that is not said by the person through words. Another thing that I should practice is to be confident while communicating. Whenever it is felt that I am unable to understand the meaning of the message I should ask the person to explain again confidently. However, it is better not to interrupt the person because sometimes the person himself repeats his word for better understanding ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"o6dbhsUo","properties":{"formattedCitation":"(\\uc0\\u381{}ivkovi\\uc0\\u319{}, 2016)","plainCitation":"(ŽivkoviĿ, 2016)","noteIndex":0},"citationItems":[{"id":707,"uris":["http://zotero.org/users/local/rVaVAHaF/items/MCUEC34R"],"uri":["http://zotero.org/users/local/rVaVAHaF/items/MCUEC34R"],"itemData":{"id":707,"type":"article-journal","title":"A Model of Critical Thinking as an Important Attribute for Success in the 21st Century","container-title":"Procedia - Social and Behavioral Sciences","collection-title":"International Conference on Teaching and Learning English as an Additional Language, GlobELT 2016, 14-17 April 2016, Antalya, Turkey","page":"102-108","volume":"232","source":"ScienceDirect","abstract":"The aim of this paper is to suggest a specific teaching approach which employs a critical thinking model, as well as to show the possibilities for structuring professional knowledge and enhancing learning efficiency. Entering the world of global competition, the emphasis is on the need to prepare students to be communicative, collaborative, creative, innovative, to think critically and analytically, and to be able to effectively solve real-world problems. With higher-order thinking skills, which are essential for absorbing knowledge as well as for work performance, students will become effective communicators, critical and dynamic thinkers, competent problem solvers and career experts. By utilizing innovative pedagogy to support teaching and learning goals, students will be more likely to achieve their full potential and have their voices heard. The paper focuses on critical thinking for undergraduate ESP engineering students. Those students need strong critical thinking skills which are essential to get to the root of problems and find reasonable solutions. A model of critical thinking is designed to help those students to develop their thinking skills and prepare for a global, complex society.","DOI":"10.1016/j.sbspro.2016.10.034","ISSN":"1877-0428","journalAbbreviation":"Procedia - Social and Behavioral Sciences","author":[{"family":"ŽivkoviĿ","given":"SlaĿana"}],"issued":{"date-parts":[["2016",10,14]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (ŽivkoviĿ, 2016).

Through the communication skills assessment, I can analyze the area of communication where I can improve my current communication skills. I am a good communicator as per the website, however, I have to improve my listening skills. I am able to convey my message and now I just need to pay attention to the other person’s message. When I will be able to perfectly understand the message, there will be no problem to explain my answer or point of view ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"0pAd2goI","properties":{"formattedCitation":"(Merri\\uc0\\u235{}nboer, Kirschner, & Kirschner, 2017)","plainCitation":"(Merriënboer, Kirschner, & Kirschner, 2017)","noteIndex":0},"citationItems":[{"id":708,"uris":["http://zotero.org/users/local/rVaVAHaF/items/2RY23YSZ"],"uri":["http://zotero.org/users/local/rVaVAHaF/items/2RY23YSZ"],"itemData":{"id":708,"type":"book","title":"Ten Steps to Complex Learning : A Systematic Approach to Four-Component Instructional Design","publisher":"Routledge","source":"www.taylorfrancis.com","abstract":"Ten Steps to Complex Learning presents a path from an educational problem to a solution in a way that students, practitioners, and researchers can understand","URL":"https://www.taylorfrancis.com/books/9781315113210","ISBN":"978-1-315-11321-0","note":"DOI: 10.4324/9781315113210","shortTitle":"Ten Steps to Complex Learning","language":"en","author":[{"family":"Merriënboer","given":"Jeroen J. G.","dropping-particle":"van"},{"family":"Kirschner","given":"Paul A."},{"family":"Kirschner","given":"Paul A."}],"issued":{"date-parts":[["2017",10,23]]},"accessed":{"date-parts":[["2019",7,6]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Merriënboer, Kirschner, & Kirschner, 2017). In addition, for becoming a good listener I should consider two factors including active listening and no interruption while other is talking.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Merriënboer, J. J. G. van, Kirschner, P. A., & Kirschner, P. A. (2017). Ten Steps to Complex Learning : A Systematic Approach to Four-Component Instructional Design. https://doi.org/10.4324/9781315113210

Sekaran, U., & Bougie, R. (2016). Research Methods For Business: A Skill Building Approach. John Wiley & Sons.

ŽivkoviĿ, S. (2016). A Model of Critical Thinking as an Important Attribute for Success in the 21st Century. Procedia - Social and Behavioral Sciences, 232, 102–108. https://doi.org/10.1016/j.sbspro.2016.10.034

Subject: HRM

Pages: 2 Words: 600

Company Profile Analysis

Company Profile Analysis

[Name of the Writer]

[Name of the Institution]

Company Profile Analysis

Delta Corporation is a small family owned business that started in 1998. It deals in the components of computer systems especially computer discs, hard drives, optical drives, backup devices, etc. Delta Corporations quickly ascended the stairs of progress and prosperity due to its innovative strategies and inclusion of cutting edge technologies to its operations. One of another reason for its success is its workforce. Delta Technologies employs intelligent and hardworking individuals who can keep up with the fast pace of the organization and can help it in achieving its goals. Another factor that contributes to the success and prosperity of the company is its hierarchal structure. The company has an elaborated and clear structure or hierarchy which clearly defines the chain of command, which helps the employees in reporting and taking instructions.

Although, Delta Corporation is successfully running its operations and touching new skies, but still there are certain shortcomings that need to be looked after; otherwise the company can be devoid of some real talent in the market. While looking at the company profile, if found some serious laggings in the workforce of the company which needs to be immediately addressed.

The first and most striking issue in the workforce of the company is the lack of diversity in the workforce. It has significantly been observed that the company is showing gender discrimination while recruiting employees. There are currently only two employees in the company who are females, Rest of the employees working in the company are males.

Another issue that exists in the current workforce of Delta Corporation is racial discrimination. Most of the workers working in Delta Corporation are white, and the ratio of individuals from other races or ethnicities is very low as compared to them. At present, there are only two employees who are African-American and Asian American. This number is very discouraging for potential job seekers in the market.

One more trend that has been observed is the hiring of such employees who do not have a big family. Although this trend is not much strong, still, I have noted that most employees do not have any dependents or if they have, they are only one or two.

The diversity is a big issue in any organization. Diversity guarantees the success and prosperity of any company. Th4e more diverse workforce, higher will be the quality of work. A more diverse workforce will guarantee more creative ideas and more innovative ways of working (Adams & Bell, 2016). A diverse workforce helps in creating a cultural balance in the company; different people from various backgrounds come together to share values, and the positive values from many ethnicities and nationalities combine together to create a positive and inspiring image of the company (Banks, 2015).

In my opinion, Delta Corporation should pay special heed to its diversity issues and try to resolve them at the first priority. The company should design more strategies in order to recruit more and more female employees, so that the female candidates may also feel encouraged to apply. In this way, the organization can also gain a status of equal opportunity employer and can have a good will in the employer market. Moreover, Delta corporations should pay special focus in recruiting employees from multiple races and ethnicities so that it may not give an impression of being a racist employer. It will also help the company in attaining a well-balanced and rich culture, full of different values from various cultures, which will reflect the positive norms of each culture. By following these simple practices, Delta technology can overcome its issues related to diversity and create a much better and productive workforce.

References

Adams, M., & Bell, L. A. (Eds.). (2016). Teaching for diversity and social justice. Routledge.

Banks, J. A. (2015). Cultural diversity and education. Routledge.

Subject: HRM

Pages: 2 Words: 600

Compare Contrast And Critically Evaluate Employment Relations Actors (ie State Unions And Employers In Australia And One Major Asian Economy (China Japan South Korea Or Indonesia.

Comparative Study

Employment relations play a crucial role in the economic growth of the countries worldwide. That is why the employment relations in emerging economies, such as China, has witnessed great changes in the past few years. Every country is working hard to improve its economy and this contributes to a race between all. In this all way, the main focus of development is the industrial sector, through which the countries can generate great revenue and enjoy a powerful position in the international market, as a strong economy. Different countries are participating in this race, including European countries, Asian Countries, and States from UAE. The current study now presents a comparative analysis of the role of employment relations actors in Australia and China.

The opening of markets, neo-liberal reforms, increasing competition in the industrial section, and privatization of the organization are proving to be great boosters to the countries' economy. However, along with so many benefits, it leaves a negative impact on the employment relations of the emerging economies. Where the countries are running on the track to win the race, there they are forcing their employees to work harder than they were doing before. This leads to the great pressure on employees and contributes to the downward impact on labour standards. At one side, where the industrial growth is essential and organizations are working hard to generate more revenue and contribute in the GDP growth, on another side these industries are forcing their employees to work hard at low wages and meet the working criteria without getting benefits from the authorities. This all is an indication of the declining role of governments in better enforcement of labour standards and ruthless cost-cutting through outsourcing practices. Thus, there is a strong requirement of the employment relations actors (such as state and national unions) to play their positive role in the provision of protection to the employees' rights and stop inadequate work pressure over them.

When it comes to Australia, the broad changes in the Australian industry is not different from other countries, and so increasing work pressure over the employees is also similar across emerging economies. Like employees of other countries, the Australian employees are also facing employers' pressure, more working hours with less wage, forced behaviour of the organization for high-quality work without provision of basic benefits, and cost-cutting via outsourcing. However, different employment relations actors have been playing their important part to defend the employees' rights, but still, more is required to defend the employees' rights in Australia. Though the employment relations actors are working since 1996, with the establishment of federal-level Workplace Relations Act 1996, more involvement of such actors will bring great advantages for all, the government, employers, and employees.

Employees are the strength of any state or country because they work day and night for better economic growth and revenue generation. Thus, taking care of employees' rights is as crucial as focusing on the industrial development and attracting the foreign investors. Now, it is the time when the employment relations actors must play their role towards decision making, conflict resolution, and workplace level. The evidence from the literature shows that the trade unions or national-level actors, such as Australian Industrial Relations Commission, have been playing their role in defending the employees’ rights and establishment of policies in their favour. However, this is still not enough and there is strong requirement to deal with the wage policies, working hours limit, and employees’ social security policies.

The government of Australia also is concerned to develop a healthy and friendly relationship with all employees, and protect their rights in the best possible way. For this purpose, the government made some amendments in the employment-related legislation 1996 and established Workplace Relations Amendment (Work Choices) Act 2005. This Act protected the employees’ rights and set minimum rates of pay, employees’ rights, and workplace environment. Not only this but through this Act, the employment relations actors also established great individual employment arrangements and introduced new opportunities for all to operate alongside trade unions. This not only protected the employees' rights but played a good role in motivating the employees in playing their part for the success and economy growth of Australia CITATION Gra09 \l 1033 (Michelson & Jamieson, 2009). It motivated the employees and left a positive impression on all. Through such legislative policies, the strong interaction was developed between managers, employees, and trade unions to develop a strong and positive influence over the employment relationships.

Though the employment relations are playing role efficiently in Australia but still the focus on new employment opportunities is relatively slow in Australia, when compared with other countries. The reason behind this slow progress in the creation of employment opportunities is a narrow range of non-traditional actors. Thus, there is a requirement to embrace the range of nontraditional actors to explain the experiences and regulation of employment. This simply means, more groups and agencies must be involved at social and community level to defend the employees' rights and find for the better way to enhance employment opportunities. Also, there must be strong actors to deal with discrimination and disability-related issues to the employees to ensure that every person in Australia is eligible to earn better, and thus it will contribute to better living standards in Australia.

On the other hand, when it comes to China’s labour management relation system, it has been changing dramatically since 1978. It is leaving a deep impact on the economic life of the people, as a result of which the State-owned enterprises' share in productive output has decreased to 30% from 77.5% between 1978 and 2015 CITATION MWa08 \l 1033 (Warner & Zhu, 2008). China has always kept its employees’ protection and their rights on priority and that is why its membership in World Trade Organization was sealed in 2001. The government and employment relations actors have always given preference to the workers’ rights but this is also bringing great challenges to them. Now the government of China, management, enterprises, and trade unions are facing great challenges in introducing new employment opportunities. Also, due to its population, China appears on the top of the list of highly populated countries. In such scenario, establishing more opportunities for the nation is challenges for employment relations actorsCITATION Tia16 \l 1033 (Wang & Cooke, 2017). Industrial growth was also essential for China to play its important part in the economic growth and lead the race amongst its competitors, including the US, Japan, and Korea. Chinese invested in the industrial sector and started a new era of advancement with establishing large exporting industries, such as the LED industry of China and others. Through this investment the Chinese government also provided great earning opportunities to Chinese, however, the main purpose of the Country is to lead the economy race. For this purpose, it has now established new regulations regarding employment responsibilities and earning. Though the Chinese workers are offered with attractive wage packages, they have to work more hours and with more potential. In this way, the Chinese worker though has enough to eat but with hard working conditions.

China is also different in its policy approach from other Asian countries. Some Asian countries, like Pakistan and India, believe that cheap labour provides more effective competitive edges and that is why they remained unwilling and incapable of upgrading technology, and thus left behind in improving the efficiency of their workforce. On the contrary, China doesn't believe in cheap labour, instead, it promotes and facilitate its labour with technological investment and has found other ways to reduce labour cost. China uses prison labour at low rates, which generates much higher productivity while keeping the rights of the labour on priority CITATION Ani15 \l 1033 (Chan, 2015).

Now after knowing the basic structure of Australia and China's employment relations actors, their comparison becomes clearer. Australian employment system is a mixture of legislation Acts, legal agreements, and common laws, based on which the actors are working hard to protect the employee's rights. However, despite their great efforts, the employment relation actors are unable to enhance their speed in the provision of earning opportunities to the Australian. On the other hand, China is straight forward and more concerned about the employees' rights and responsibilities. It is established a comprehensive legal framework that provides a wide range of protection to the employees' rights. In China, the employees are paid very well for their hard work but, to contribute for the better economic growth of the country, employees face hard working conditions and are required to show their full potential at workplaces CITATION CLB14 \l 1033 \m Aus191 (CLB, 2014; Government, 2019).

When comparing the employment relations actors of both countries; Australian and China, it also becomes essential to discuss how hard employees have to work to gain access to the employees’ benefits. When it comes to Australia, it follows a well-established working structure, where the employees are given great benefits and comforts at their workplace. In Australia, the employees are provided with great working conditions safety, attractive compensation, and other workplace benefits. Also, the employment relation workers are concerned for the comfort of employees and that is why they restrict the employees to work for a maximum of 38 hours a week. In this way, employers cannot force the employees to work harder than their capacity. On the other hand, China is concerned about its industrial growth and economy progressand that is why they force their employees to work harder and show their full potential. In China, the employment relations actors have set 40 working hours per week with fixed overtime working. This shows that Chinese workers have to work more than the Australian worker to get better wages and establish better living standards. However, the employees are given with full rights, such as they have the legislative right to be paid in full and on time CITATION Chi19 \l 1033 \m ICL19(Labor, 2019; ICLG.com, 2019).

The Australian Fair Pay Commission also works for the payment rights of the employees and ensures that employees are paid well for their hard work. To keep the employees in the protective zone and maintain wage scales, it has set the minimum wage in Australia as A$ 13.47 per hour. On the other hand, China is focused to protect the employees right but meanwhile, it is more concerned about its economic productivity and that is why it has set its hourly wage as 24 Yuan, which is equivalent to A$ 5. With this difference, it becomes clear that Australian employment relations actors are establishing great policies while keeping the comfort and benefits of the employees on priority. On the other hand, China is working hard for its economic growth and investing in different regions of the world. At the meantime, China's employment relation actors are establishing great policies for its employees. China's employment relations actors have always kept the employee's rights on priority but when it comes to wages, China's actors have been established a setup, under which the employees are forced to work harder for less wage. However, still, this wage is far better than the wages offered to the employees in other Asian countries CITATION Chu14 \l 1033 (Chun Hui, 2014).

Employment relations play crucial role in the economy growth of the countries, but the role of employment relations actors is even more important to deal with employees’ working rights and responsibilities. Every country has established their employment relations actors, including trade unions, labour system management, and other organization, to deal with employment related matters and work for the rights of employees. In this way, the employees remain in protected and comfortable zone, where they are aware of having a support at their back. Every country is, thus, concerned to improve and establish strong employment relations actor management to motivate its employees in participating better productive growth. Australian and China are also playing their important part. However, when comparing these two powers in their approach towards employees’ roles and responsibilities and role of employment relationship actors, the difference become prominent. Australian Industrial Relations Commission, have been playing their role in defending the employees’ rights and establishment of policies in their favour. Also, the government made some amendments in the employment related legislation 1996, and established Workplace Relations Amendment (Work Choices) Act 2005. This Act protected the employees’ rights and set minimum rates of pay, employees’ rights, and workplace environment. On the other hand, when it comes to China’s labour management relation system, it has been changing dramatically since 1978. The government and employment relations actors have always given preference to the workers’ rights and has now established new regulations regarding employment responsibilities and earning. Though the Chinese workers are offered with attractive wage packages, but they have to work more hours and with more potential. In this way, the Chinese worker though have enough to eat but with hard working conditions. Conclusively, the major difference between the employment relations actors of both countries exist in their approach, where Australian are more concerned to provide comfortable zone to every employee and China is more concerned about its economy growth which has somehow affected the working standards of employees in China.

References

BIBLIOGRAPHY \l 1033 Chan, A. (2015). Chinese Workers in Comparative Perspective. International Business.

Chun Hui. (2014). Employment Relationships in China: Do Workers Relate to the Organization or to People? JSTOR, 15(2).

CLB. (2014). Labour relations in China: Some frequently asked questions. China Labor Bullitin.

Government, A. (2019). Workplace relations in Australia. Australian Government.

ICLG.com. (2019). Australian Employment and Labor law 2019. ICLG.com.

Labor, C. (2019). The state of labour relations in China, 2018. CLB.

Michelson, G., & Jamieson, S. (2009). EMERGING ACTORS IN AUSTRALIAN INDUSTRIAL RELATIONS . Research Gate.

Wang, T., & Cooke, F. L. (2017). Striking the balance in industrial relations in China? An analysis of court decisions of 897 strike cases (2008–2015). Journal of Industrial Relations, 59(1).

Warner, M., & Zhu, Y. (2008). Labour-management relations in the People’s Republic of China: whither the ‘harmonious society’? Cambridge Bridge School.

Subject: HRM

Pages: 7 Words: 2100

Compensation & Benefits

Compensation and Benefits

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

[Institutional Affiliation(s)]

Abstract

Employee compensation refers to salary, annual incentives and long-term monetary incentives to the employees. In general, it is a term used to denote the payment made by an employer to the employees against their services and contributions to the organization. Benefits are non-monetary parts that are paid to an employee in order to motivate him on the performance of tasks. Common types of compensation are Basic compensation, Performance-related compensation, Compensation schedule, and Piece-rate compensation plan. Money or compensation is the most significant of all factors one considers while selecting a job offer. Effective compensation is generally regarded as the first thing an employer can use to attract the right talent from the pool. A number of theories support the idea that money is the ultimate motivator for the employees, thus increasing employee compensation can make them contribute positively to the organizational goals and aims. Compensation planning is impacted by a number of external factors as well such as laws and regulations, labor market conditions, and labor unions.

Compensation and Benefits

Employee recruitment and training are some of the biggest challenges faced by businesses these days. In the contemporary period, employees are not only interested in getting employed, rather seek satisfaction from their jobs. Most of the employees also come from a chaotic and disrupting environment. Such kind of employees wants their workplace to be a happy place for them. Thus, these employees seeking satisfaction and a happy environment move from one place to another. In order to retain these employees, one way is to keep them motivated. Here comes the subject of compensation, complex, broad and expensive at the same time. This paper seeks to carry out research on compensation and benefits, how they are motivational factors for employees and the role of effective compensation planning in the success of the organization. Besides, it will also explore the factors that impact compensation planning in an organization followed by a conclusion.

What is Employee Compensation?

Employee compensation is a vast topic; it includes elements pertaining to wage and salary program and structures. In general, it is a term used to denote the payment made by an employer to the employees against their services and contributions to the organization (Gupta & Shaw, 2014). Salaries, commission, tips, and wages are the most common forms of compensation. It is generally provided to employees as basic or variable pay; basic pay is sometimes determined by the market offering for a certain job while the variable pay results from the performance of the employee in a certain role. Examples of variable pay are incentive plans and bonus plans. A bonus generally considered a form of benefits is actually a form of compensation.

Compensation is the total dollar value of one’s salary and it must not be confused with the benefits, for example paid time off (PTO) is a form of compensation. In other work-related contexts, it is also generally referred to as a payment one gets for being hurt or inconvenienced caused by the employer. The best-known example is worker’s compensation, which is when they pay the medical bills (and sometimes more, like to offset the income one lose while recuperating) related to a job-related injury. In addition, financial compensation paid to the employee against any loss they have to bear owing to the employer can also be regarded as compensation.

Difference between Compensation and Benefits

While “employee compensation” and “employee benefits” are general terms that can intersect in meaning, they are generally understood to identify two different buckets of compensation. Employee compensation refers to salary, annual incentives and long term incentives like stock options and other equity compensation. Employee benefits as it is defined in Employee Retirement Income Security Act (ERISA) (US law), means health and welfare plans and pension plans, such as 401(k) savings benefits and paid time off. Other incentives, such as car allowance and country club dues could fall into either bucket. Even though “employee compensation” and “employee benefits” overlap in meaning, there is enough difference in the area of legal practice pertaining to compensation and benefits. 

To state simply, compensation is the pay or the salary paid to an employee in monetary terms in exchange for the work done by a person necessarily, e.g., salary, cash bonus, and company shares. Benefits are non-monetary parts that are paid to an employee in order to motivate him on the performance of tasks. Employee benefits are optional, non-wage payment given to workers apart from their typical wages or pay rates. These types of advantages may incorporate gathering protection (wellbeing, dental, vision, life and so forth.), educational cost repayment, financing of instruction, inability salary insurance, childcare, debilitated leave, retirement advantages, get-away (paid and non-paid), and additionally adaptable and optional work plans.

Offering benefits to the employees is important because it shows them that employers are investing not only in their overall health but their future also. A solid employee benefits package can help to attract and retain talent. Benefits also help an organization differentiate itself from competitors. Employee benefits providing staff with the right worker advantages bundle supports inspiration, enhances staff maintenance and upgrades your enrollment bundles. The examples of employee benefits include life insurance, health insurance, dental insurance, work from home option, wellness programs, relocation assistance, gym memberships or discounts, tuition reimbursements, telecommuting options, paid time off such as PTO, sick days, and vacation days, commuting/travel assistance, childcare benefits, and having paid leaves. Workplace perks such as recreation activities, food and coffee, and flexible work schedules are also examples of employee benefits. Both compensation and benefits are important motivators when it comes to taking work form people. The key difference between the two terms is the monetary and non-monetary aspects.

Types of Compensation

There are different types of compensation plans and packages and it is based on the nature of the job done by employees. These include the following: 

Basic Compensation 

Some employers take a basic salary as the basic compensation of employees. For instance, people belonging to the same level and skills will have the same salary or compensation. The salary increases based on high experience, high qualification, and radical skills. The people with less experience and lower level of skill set have lower compensation.

Performance-Based Compensation

A range of compensation plans exist; a common plan is a performance-based type in which the salary is dependent upon a certain performance metric. These metrics can either be associated with departmental productivity, workgroup, organizational profit performance, and individual or unit productivity. Many organizations make use of annual performance bonus plans that are linked to corporate profitability. The same metrics are used to determine compensation strategies for the organization's top executives.

Piece-Rate Pay Plans

As an alternative, many companies employ the piece-rate model for calculating employee compensation. In such cases, employees are paid according to the production levels they have achieved instead of a base salary. The piece-rate plan is also termed as a commission-based compensation in many cases. This model is particularly suitable in cases where vendors are paid a specific percentage of the revenue, they are able to generate; thus the more revenue generated, the higher the percentage. Conversely, if there is no production or sales for a particular day, then compensation is not given accordingly.

Schedule of Compensation

Organizations also differ in their preferred schedule of paying employees; some prefer to make fortnight or weekly payments, while a majority prefer to pay on a monthly basis. A number of organizations follow the hourly wage model as well, based on their business requirements. These hourly rates are usually based on the employee's experience and qualification levels and are often adjusted to reflect their experience and productivity levels.

Factors Impacting the Individual’s Choice of Applying, Accepting or Rejecting a Job Offer

Many factors influence an individual's decision of applying and accepting a job offer. Even in the times of recession, candidates evaluate the job offer and select on that matches their interests well. Money or compensation is the most significant of all. The money factor is pivotal since the offering is evaluated in terms of money. For instance, if it is appealing in comparison to other offerings if it is enough to meet the necessary expenses etc. Factors other than money taken into account include working conditions, the job itself, the organization's culture and environment, and future prospects as well.

Determining the compensation also depends on how well one performed in the interview and how far can a company go to hire them. If an employee is the only one that fits the job role and if there is a pressure from their superiors, then they will be ready to offer the employee more. If the candidate is an intern, for instance, then compensation will (if a full-time role is offered) depends on how well one performed as an intern, how eager they are to learn and of course the opinion of the manager and direct boss. Apart from this, there will be some financial constraints, the maximum limit for each designation, etc. The compensation is also highly determined by the job description and what one is expected to do. In addition, the company's position in the market, its location and size, and career growth opportunities can influence total compensation in a job and the individual’s decision to accept or reject a job offer.

Impact of Compensation Plans on Success of an Organization

Money and compensation remain one of the top factors in job selection and retention afterward. Thus, it also plays a critical role in aligning employee goals with that of organizational goals and objectives. Effective compensation is generally regarded as the first thing an employer can use to attract the right talent from the pool (Gupta & Shaw, 2014). It is a common fact that every organization is looking for talented and innovative people who could contribute towards the organizational goals positively. Owing to this fact, competent people want to put themselves in the best financial position. To pick talented people, competitors can also offer them attractive compensation packages, this results in the competition in the employee market.

Organizations are familiar with the fact that their success is dependent on the right people and for many people money is the biggest motivator. Compensation indicates that the employer values its workforce and offer them good compensation and benefits to attain their goals through them. In addition, compensation and benefit is a great way to keep employees happy and ensures they stay in the organization for a longer period of time (Osibanjo, Adeniji, Falola, & Heirsmac, 2014). The most productive employees are those happy and satisfied with their jobs and workplace; they result in high profitability of the company. Moreover, effective compensation planning can help an organization deal with many undesirable situations.

Employee churn is one of the major issues faced by the HR of an organization. Dysfunctional turnover, leaving of best people, results in the high cost to the organization. Along with the cost of losing productive employees, it also includes the monetary cost of recruitment and training. High performing employees are a valuable asset for the organization and losing such people results in the loss to the company in the long-run. Employees’ decision to leave and stay stems from many underlying factors and these reasons are extremely important for an organization to know. A number of studies link employee turnover with job dissatisfaction. Employees contented with their jobs due to their financial benefits hardly find any reason to leave (Self and Dewald, 2011). This does not infer that employee satisfaction is only linked with money factor, but with employee empowerment, non-monetary benefits, work-life balance, career growth, etc. Correspondingly, an employee may decide to quit the job owing to a poor working environment, unhealthy competition, a boring job, and poor work-life balance.

Retention of employees is a major goal of the HR of an organization. Thus, several different strategies are used in an attempt to retain talented employees such as perks and benefits, career development opportunities, etc. The last one is most effective in retaining the high talent, it enhances employees' confidence in the organization alongside boosts employee engagement and productivity. Furthermore, it supports the succession pipeline; though these programs are very expensive to carry out. The easiest way to retain employees is by offering them good compensation, benefits and perks, and job security; this will not only increase their morale but also citizenship behavior (Bryant and Allen, 2013). Designing an effective compensation and benefits plan pertains to some legal concerns as well, and they are highly impacted by some external factors.

A number of theories support the idea that money is the ultimate motivator for the employees, thus increasing employee compensation can make them contribute positively to the organizational goals and aims. According to Maslow's Hierarchy of Needs theory, money can be considered as a factor in the category of safety needs, for the reason that it makes an employee feel secure. As long as safety needs are a motivator and primary needs are not fulfilled that money, money can enhance employee motivation and vice versa. According to McGregor 's Theory X and Theory Y, people who are not intrinsically motivated depend on an authoritarian style of management (Gannon & Boguszak, 2013). While the people who take pride in their work can be motivated by empowering them. In the case of theory X, money can be a factor that can drive employees towards good performance, while according to theory Y, money is not a motivator.

Herzberg’s Motivation-Hygiene Theory is based on factors causing job satisfaction and the absence of some causing dissatisfaction. In this case, the opposite of satisfaction is not dissatisfaction but no satisfaction. Motivation factors lead to high satisfaction but in the absence of hygiene factors, one feels dissatisfied. Here money or salary is a hygiene factor, getting a raise in salary may not motivate one to perform better but the absence of this factor will result in dissatisfaction. Thus money becomes a drive for good performance, it will definitely give a short-term performance and will help remove dissatisfaction of employees. Thus all these theories conclude that money can be a motivator but it is not the only factor that can help them take the best form their employees. Money coupled with other factors, denoted as benefits are compulsory to keep employees motivated.

Extrinsic Factors that Impact Compensation Plan

Laws, regulations and the legal environment is a major extrinsic force that influences employee remunerations, and benefits plan. The condition of the labor market is also a determinant of employee wages and compensations. For instance, during the recession in the market, the wages go down; if there is the demand for a certain skill in the market the wages will go up. The demand and supply factor highly determines the compensation of a certain skill or a job. Besides, there is a market rate for certain job positions in the industry, employers have to make their job offers while taking market rates into account. Labor unions exist to protect the rights of employees in terms of compensation, wages, salaries, and pay raise. They can also influence an employer to make changes in their compensation plan. However, the role of laws and regulations cannot be negated since employers can be sued and face penalties if they fail to comply.

The US government protects employees against any form of segregation and exploitation through certain labor laws. To name some of them, The Minimum wages act 1948, the Civil Rights Act of 1964, the Equal Employment Opportunity Act of 1972, the Civil Rights Act of 1964, etc. The Civil Rights Act of 1964 is the most important law when it comes to compensation and wages planning. This law stemmed from the idea to eliminate discrimination in employment based on gender, race, color and ethnic background. The VII of this law relates to employment practices and prohibits employers for discriminating their employees in terms of recruitment practices, training and development, wages, salaries, promotion, and other HR-related functions (“Title VII of the Civil Rights Act of 1964”, n.d.). The amendment in the Civil Rights Act, referred to as the Bennett Amendment particularly eliminates sex-based discrimination. Furthermore, title VII guarantees equal employment for all and this law is applied in all the local, government and federal organizations and in all the labor, public, and private organizations. After the Civil Rights Act of 1964, Executive Order 11246 emerged and it particularly targets the contractors and imposes different penalties if they fail to make written affirmative action plans. All these laws were made to protect employees from the evil of discrimination at the workplace and to make this world a happy place to work.

With regard to compensation and pay, a range of laws regulates the wage and compensation and guides employers. Fair Pay Legislation laws are based on the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964, and the Civil Rights Act of 1991. These laws aim at eradicating wage disparity due to sex, religion, the color of skin and ethnic background. These laws emphasize that the workers must be given equal pay according to the work they are performing without any discrimination. Compensatory Time law is governed by the Fair Labor Standards Act and these laws control paid time off instead of extra pay for extra time worked.

The minimum wage law determines minimum wage per hour for an employee in the US; the federal lowest wage is $7.25 per hour, however, states can have their own minimum wages. Overtime pay law demands that employees are entitled to receive an additional payment if they work for more than 40 hrs. a week. Several state and federal laws also determine the pay for employees who work on the snow day. In case employees are facing wage violations, they can file their lawsuit and are able to recover unpaid wages. Federal law of the US requires employers to compensate terminated employees against their unused vacation time. The wage garnishment provisions protect employees from discharge by their bosses for the reason their wages have been garnished due to any of the debt.

Conclusion

This research paper has explored the topic of compensation and benefits, the primary factors that guide an individual decision of selecting or rejecting a job offer. Compensation is generally a monetary reward offered to the employee against the services they render to an organization. If they perform extra, they are rewarded in the form of performance bonuses and extra work compensation. On the contrary, employee benefits are the non-monetary benefits that aid employee motivation and satisfaction at the workplace. Both compensation and benefits are imperative in any job, and an effective compensation plan can result in the success of an organization. As discussed in the paper, money acts as a motivator and encourages employees to work harder. It also differs from job to job and organization to organization. For instance, in a target-oriented job, money is a motivator for achieving above target. Though, the compensation plan of an organization is also influenced by some external factors and the company ought to be considerate about that. Laws, regulations and labor unions act as a guide ineffective compensation planning; besides they ensure employer's compliance with the rules and thwart corrosive outcomes.

References

Bryant, P.C., Allen, D.G., 2013. Compensation, benefits and employee turnover: HR strategies for retaining top talent. Compens. Benefits Rev. 45, 171–175.

Gannon, D., & Boguszak, A. (2013). Douglas McGregor’s theory X and theory Y. CRIS-Bulletin of the Centre for Research and Interdisciplinary Study, 2013(2), 85-93.

Gupta, N., & Shaw, J. D. (2014). Employee compensation: The neglected area of HRM research. Human Resource Management Review, 24(1), 1-4.

Mwangi, P. K. (2014). The Effect of Compensation on Employee Motivation: A Case Study of Chloride Exide (Doctoral dissertation, United States International University-Africa).

Osibanjo, A. O., Adeniji, A. A., Falola, H. O., & Heirsmac, P. T. (2014). Compensation packages: a strategic tool for employees’ performance and retention. Leonardo Journal of Sciences, (25), 65–84.

Title VII of the Civil Rights Act of 1964: Know Your Rights. (n.d.). Retrieved from AAUW: Empowering Women Since 1881 website: https://www.aauw.org/what-we-do/legal-resources/know-your-rights-at-work/title-vii/

Subject: HRM

Pages: 10 Words: 3000

Compensation And Benefits

Compensation and Benefits

Name of Student

Name of Institution

Abstract

There are significant differences in the compensation and benefit packages all over the world. The first part of compensation is the basic salary, which is the highest in Germany, among the countries selected. The number of hours worked in a week, also vary across the countries with two countries having 44 hours work week. All the countries use either defined benefit plans, defined contribution plans or a combination of both. The difference exists in the percentage of contribution made by the employees and whether any contributions have been pooled in by the employers. In Korea, the employers have to contribute with a 12th part of annual payroll of the employee with employee can put in additional contribution if desired. The assets kept with the external sources will provide an opportunity of 100% tax relief to the employers, whereas those kept within the company will provide only 35% tax benefit. The return on investments are completely exempt from taxes, whereas the benefits received will be taxed. In Brazil, private sector employees can get full pension on their retirement if they meet any one condition from the prerequisites. They must qualify for retirement on the basis of length of contribution or on the basis of age. In the US, the pension plans provided the maximum options to employees.

A comparison of compensation and benefits between Korea, Brazil, Germany and the USA

Employee benefits and compensation present challenges to businesses working in any country, especially if it is working outside of the home country. This document will provide a comparison between the compensation and benefit plans for four countries namely Brazil, Korea, Germany and the US. The first criteria for comparison will be the minimum wages offered by employers in the above countries. For the sake of analysis, we will give the amount of minimum wage in US dollars. The minimum wage in Brazil is $ 1.09 per hour, in Korea, this rate is $ 0.0037 per hour, in Germany, the minimum wage is $ 9.73 per hour and in the US, it is $ 7.25 per hour. The lowest minimum wage is in Korea, because the country has not been able to compete with China, in most of the markets. The economic prosperity of Germany is shown by the highest minimum wage offered by the country. There are both positives and negatives associated with the minimum wage plan, implemented by businesses. The major purpose of minimum wage is to avoid any exploitation of the employees at the hands of employers. A minimum wage must be enough to make sure that the employees are able to have food, clothing and shelter. CITATION Kim19 \l 1033 (Amadeo, 2019). A minimum wage that is enough to cover the basic expenses, will raise the morale of employees. There is lesser inequality among the employees with the minimum wage plan in place. With more money in hand, employees will be able to spend more and there will be an increase in demand for various products. The opposing arguments state that minimum wages are paid out of funds which can be used for some other, better purposes. The raised labor costs will mean that the businesses will hire fewer workers, as compared to the past. This will raise the unemployment rate in country. This aspect will negatively impact the industries which are labor-intensive and will benefit the capital-intensive firms. The countries like Korea and Brazil should reassess the level of minimum wage offered by the employers and increase it gradually so that employees can cover their basic needs. It will not be an easy task for Brazil as the country has a huge population and abundant supply of labor will be available for the employers even at this low minimum wage.

The second thing used to compare the countries is the number of hours employees have to work in a single week. In Korea, the working week is 40 hours which makes 8 hours per day, for five days. In Brazil, this limit is extended to 44 hours per week whereas in Germany, there is a variation in number of hours to be worked, with a minimum of 24 and a maximum of 48. The working week in the USA is 44 hours long. This difference in the working week will be analysed by keeping the Maslow’s hierarchy of needs theory in view. The basic pay will help the employees to cover their basic needs in terms of food, clothing and shelter whereas a reasonable working week will help the employees to satisfy their social needs because they will have to get sufficient time to spend with their families. This will also motivate the employees if they have enough time to spend with their families. Another related point, is the number of vacations available to the employees, whether paid or unpaid. In South Korea, there is one day per week of paid leave for the employees and 15 day paid leave once one year of employment is completed. In Germany, the employees can have paid sick leave only after they have served a minimum of four weeks with the said employer. In Brazil, the employee will get paid leaves only after he has served at least 12 months with a certain employer. The US law also permits the paid leaves after an employee has spent a minimum of 12 months with an employer. CITATION ICL19 \l 1033 (ICLG.com, 2019).

The companies require to register their employees for payroll by the 15th day of the month when company starts its operations. The salaries are based on the number of years that a person has worked, with a particular organization. Employees are required to contribute an amount which is taken by multiplying monthly wage by the rate of contribution for that particular category. There is a mandatory scheme provided by the government which helps the people working in the private sector, and is named the retirement benefits system. It provides various options to organizations in the form of retirement pension plans and retirement pay schemes. There can be defined contribution plans or defined benefit plans under the retirement pension plan where the retirement pay scheme only contains the defined benefits. The employers who have five or more people employed are liable to provide them with an RBS plan. After the year 2010, RBS has been extended to cover employers who have less than five employees. In the defined contributions plan, employers have to contribute a 12th part of annual payroll of the employee while employee can put in additional contribution if desired. The other two options namely the RPS and defined contribution plans depend upon the return offered by funds in which money is invested. The retirement payment scheme allows three types of asset management namely by insurance firms, banks and asset management companies and by the company itself. Under the defined contribution plan, the benefits will be dependent upon fund performance by employers. The employees who have completed at least one year of employment with an employer, are entitled to one month’s pay or more for all the years they have worked. Under the retirement payment plan, the employee will get the amount of money in form of annuities or full sum of money, provided, he has served for at least ten years in the organization and is aged 55 or above. If these conditions are not met, employee is allowed to transfer the accumulated amount of money to an individual retirement account. The option of receiving the amount of money as an accumulated sum is only available under the RPS, irrespective of the type of instrument used by the employer. There is a considerable amount of tax relief available to the employers. The assets kept with the external sources will provide an opportunity of 100% tax relief to the employers, whereas those kept within the company will provide only 35% tax benefit. The return on investments are completely exempt from taxes whereas the benefits received, will be taxed. There were some recent additions to the upper limits of contributions made by employees for tax exemption. The amount was raised from 3 million to 6 million in the Korean currency CITATION OEC09 \l 1033 (OECD , 2009). There should be more options in the pension plans and should especially include the stock option and profit sharing plans, because both these options will motivate employees to work harder.

In Germany, the pension system was updated in the year 2001 which meant that the employees would have a legal right, regarding the retirement benefits. There are only defined benefits plan provided to the employees in Germany. The employers are free to choose among the available options to make the occupational retirement structure. In book reserves, employers show the promised pension benefits on the balance sheet without any discrimination made among the assets used to generate these benefits. They are very similar to the pension funds because they pay the pensions promised, as they fall due. Creation of a pension reserve should also be properly shown in the company balance sheet. A safety instrument called PSV provides employees with cover in case of insolvency of the employer. A support fund is an institution that allows retirement provision but there is no legal right towards the benefits generated. The liability of meeting pension issues remains with the employers and they have to use support funds to meet these liabilities. The employees do not have any legal right on the support funds but they have the legal right towards the employer. Another form of pension plan, is an insurance contract between the employer and insurance company with the employee being the beneficiary. The policy is held by the employer in favour of employees. There are specialized institutions which are focused at managing pensions. These institutions have a provision related to pension benefits and they also give a legal right to the employees over pension benefits. There are funds which are dedicated to pensions and give a legal right to employees on the benefits of pension. This option also includes an insurance cover against insolvency of the employer. The contributions made by employees are decided by making a collective agreement between the parties involved. Most of these options discussed provide retirement, disability and survivor benefits to the employees. The retirement age is decided upon by the relevant plan. The tax exemption is limited to 2496 Euros and an additional 1800 Euros are exempt from taxes. Investment returns are not charged to any tax whereas benefits are included in taxable income. The contributions made by the employer, to book reserves, can be deducted by the employee and do not count in his taxable income CITATION OEC091 \l 1033 (OECD.org, 2009). The pension plans should include more options for the employees, especially the likes of profit sharing and stock option plans.

In Brazil, private sector employees can get full pension on their retirement if they meet any one condition from the prerequisites. They must qualify for retirement on the basis of length of contribution or on the basis of age. People can take retirement once they have contributed to pension plan for 35 years in case of men and 30 years in case of women. Retirement age for men is 65 years, whereas for women, it is 60 years with a minimum record of 15 years’ contribution towards plan. The benefit is calculated as an average of 80% of the amount equivalent to the best monthly earnings from 1994 to the date of retirement. In case of retirement by age, the amount of benefit is multiplied by 70% plus 1 percentage point for each year served and is limited to 100%. People are also allowed to take early retirement at the age of 53 but they must have 30 years of contribution for men and age 48 with 25 years of contribution for women. Pensions are completely exempt from taxes CITATION OEC17 \l 1033 (OECD, 2017). There should be an option where an equal contribution is pooled in by employer and employee which will motivate the employees to work harder for the organization.

In the US, employers offer several pension plans to the employees with different types of payments. Most of the private pension plans are either defined benefit, defined contribution or a combination of both. Historically these plans were defined in terms of benefits and most recently, they have been replaced by the defined contribution plans. The form of contribution in the 401 K plan may be restricted to the amount that is equivalent to 50% of the employer contribution and can go to a maximum of 6% of employee’s salary. Another variant of this plan is to share a certain percentage of profit towards the plan, according the individual salaries. Some plans also offer ownership of stock to the employees with purchased shares held in a suspense account. The individual retirement arrangements are investment opportunities which receive contributions from the owner of the vehicle, and distribution is made from employer plans. An employer who has less than 100 employees can contact with an IRA provider that the employees earning a minimum of $ 5000 will be allowed to put a percentage of their salaries in this plan. The maximum contribution for the year 2009 is $ 11500 and $ 14000 for employees older than 50 years. There is an equal contribution from the employee and employer up to 3% of salary or a straight 2% contribution from the salary. The benefits of IRA are available at any point in time with an extra tax payment of 10% if these withdrawals are made before the age of 59.5 years. These plans cover many aspects including single owners of businesses, or a complete group which my want to set up a pension plan. The defined benefit plan will make it compulsory for the covered employees to make regular contribution to it. In the defined contribution plan, employees may or may not be making compulsory contributions towards the plan. A normal defined benefits plan will require that employees to make payments which are equal to 1 or 1.5% of final average annual earnings for every year of service. A defined contribution plan will require the employees to make contribution equal to 25 % of their pay adding to contribution made by the employers. These contributions made by the employees are not subject to income taxes. The employees have the option whether they want their contributions to be added to taxable income or not. The contributions made by employees are exempt from tax up to a limit of $ 16500 or $ 22000 depending on the age of employee.

References

BIBLIOGRAPHY Amadeo, K. (2019, July 9). https://www.thebalance.com/us-minimum-wage-what-it-is-history-and-who-must-comply-3306209. Retrieved from https://www.thebalance.com: https://www.thebalance.com/us-minimum-wage-what-it-is-history-and-who-must-comply-3306209

ICLG.com. (2019, April 3). https://iclg.com/practice-areas/employment-and-labour-laws-and-regulations/usa. Retrieved from https://iclg.com/practice-areas/employment-and-labour-laws-and-regulations/usa: https://iclg.com/practice-areas/employment-and-labour-laws-and-regulations/usa

OECD . (2009). https://www.oecd.org/finance/private-pensions/42566311.pdf. Retrieved from https://www.oecd.org: https://www.oecd.org/finance/private-pensions/42566311.pdf

OECD. (2017). https://www.oecd.org/els/public-pensions/PAG2017-country-profile-Brazil.pdf. Retrieved from https://www.oecd.org/els/public-pensions/PAG2017-country-profile-Brazil.pdf: https://www.oecd.org/els/public-pensions/PAG2017-country-profile-Brazil.pdf

OECD.org. (2009). https://www.oecd.org/finance/private-pensions/42565755.pdf. Retrieved from https://www.oecd.org: https://www.oecd.org/finance/private-pensions/42565755.pdf

Redi, M. F. (2018, December 1). https://uk.practicallaw.thomsonreuters.com/1-503-5032?transitionType=Default&contextData=(sc.Default)&firstPage=true&bhcp=1#co_anchor_a318607. Retrieved from https://uk.practicallaw.thomsonreuters.com: https://uk.practicallaw.thomsonreuters.com/1-503-5032?transitionType=Default&contextData=(sc.Default)&firstPage=true&bhcp=1#co_anchor_a318607

Subject: HRM

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