Abstract
This paper describes various methods of employee training and development. The author analyzes the correlation between employee development and customer satisfaction, suggesting that employees may have a higher ability and willingness to solve crises encountered because of training courses that are encouraged. The author concludes that employee development has become a necessity for surviving in a complex and dynamic environment that continually poses new challenges to the organizations acting within its framework.

Outline:
What is Employee Development and Why do we Need it?
Researches Proving the Link Between Employee Development and Company Growth
Benefits of Employee Training and Development
Different Strategies for Different Employees
Bibliography

From the Paper
" First of all, a clear delimitation should be made among three concepts that people often confuse. These are education, training, and development. The first one consists of preparing an individual's mind in a framework which is different from the organization. The second refers to attending courses aimed at improving skills, knowledge or attitudes for appropriately achieving a certain task within an organization, while the third is the natural result of the first two and is represented by "the growth of the individual in terms of ability, understanding and awareness" (http://www.accel-team.com/human_resources/hrm_07.html). This triangle proves to be indispensable to company performance as it allows employees to account for more difficult tasks, it accommodates newcomers to the organization's performance standards and helps them act within the same competitive pattern responsible for the company's success, it enhances the organization's efficiency and effectiveness, it responds to legislative requirements regarding health or safety, and sets an adequate framework for informing employees on changes that have been made and the courses they have to attend in order to cope with modifications. "

Tags:employee, development, human, resources, management, company, performance

Abstract
The paper examines the crisis in the hospitality industry with regard to recruitment and retention of employees. Several contributing factors to the recruitment and retention phenomenon are considered, such as increased diversity, the imbalance between skilled and unskilled labor and the nonexistent benefits, such as health insurance, profit sharing and retirement benefits. The author notes that management strategies are counterproductive and do not offer the employee real incentive to strive for achievement. The paper also addresses the issue of corporate responsibility for employees. The paper concludes with suggestions for employee retention in the hospitality industry.

Outline:
Introduction
Major Obstacles to Employee Retention
Employee Retention Solutions
Conclusion

From the Paper
"Several big name hostels are beginning to practice better diversity standards and seeking to create a better awareness among the public about the diversity and inherent interest in their employ. This trend will likely continue and it is hoped that it will continue to be a fruitful part of the development of individuals from varied nations, as assimilation is really a small part of immigration. Many more issues surround the struggles of immigration and diverse populations, many of which can only be answered by employment."

Tags:hospitality, industry, hotels, employees, employee, retention, benefits, health, insurance

Abstract
This is a paper on employee performance, on theories of employee motivation, and their practical application to the Walt Disney Company and its subsidiaries. It looks at the company's four business segments and the company's approach to employee performance and rewards system.

From the Paper
"The Walt Disney Company is the second largest media conglomerate in the world behind TimeWarner. The Media Networks section includes the ABC television network in addition to ten broadcast television stations and more than seventy radio stations. The Studio Entertainment group produces live-action and animated motion pictures ..."

Tags:Employee performance, Theory x, theory y, merit increase, equity theory, expectancy theory, motivational theories

Abstract
This paper explains that due to the diversity of small and medium sized firms in terms of product and labor market circumstances, the terrain of employee relations in such firms remains a contested field. The paper seeks to explore the 'informality' of employee relations in the small and medium enterprises (SME) sector, with the purpose of unfolding the existing theories on the HR practices, the diversity of SMEs and the employer- employee relations. The paper also addresses the effects of the national minimum wage regulation to SMEs, and its implications on employee relations in the SME sector. Some explanatory tables are also included with the paper.

Outline:
Introduction
Discussion
Conclusion

From the Paper
''Owing to the diversity of small and medium sized firms in terms of product and labor market circumstances, the terrain of employee relations in such firms has remained a contested field. While appreciating this heterogeneity in the SME sector, numerous researches have expressed their concerns on the existing informality on employee relations. To illustrate this, Terry and Collinson, (1999) identify taxonomy of categories of employer control practices evident in SMEs. These include benevolent autocracy, paternalism, sweating and fraternalism (Terry and Collinson, 1999, p. 218). This shows the distinctive difference between employee relations in SMEs and in large firms. In simple terms, SMEs lack the necessary resources to facilitate the use of complicated management strategies, the development of unionism for collective bargaining and the appointment of HR specialists (Dex & Schiebl, 2007). Terry and Collinson, (1999) also postulate that employment relations are strained by non bureaucratic culture in favor of family, affective and personal relations. Other varied researchers have attempted to elucidate the concepts of heterogeneity and employee relations in SMEs, with numerous theoretical models being advanced to unfold the phenomena.''

Tags:culture, employee, specialists

Abstract
The paper delves into this matter by looking at the issue of Employee Profit Sharing Plans, more commonly known as EPSPs. More particularly, a general overview of EPSPs is furnished and some different types of employee profit sharing plans are reviewed, if for no other reason than employees must make every effort to find the financial package that will work best for them. The paper also discusses the benefits and debits of employee profit sharing plans.

From the Paper
"Employee profit-sharing plans offer a number of benefits to working men and women that simply cannot be passed over lightly. As social security in both the United States and in Canada erodes under the weight of an aging population and declining birthrate, North Americans are being encouraged to find alternative means by which they can provide for their future. The following paper will delve into this matter by looking at the issue of Employee Profit Sharing Plans (more commonly known as EPSPs)."

Tags:employee, profit, sharing

Abstract
The paper provides a plan privileging employee rights and seeking to foster employee relations with one another and with management as well as a plan highlighting federal, state and foreign regulatory compliance. The proposed plan also outlines wellness programs for employees and additional benefits which bolster morale and allow firms to optimize the human capital at their disposal. Additionally, the paper discusses health and safety issues which must be addressed within any comprehensive employee/employer plan.

From the Paper
"An Employee Relations Plan for a Consumer Electronics Organization Human resources are, quite simply, the life-blood of any successful organization. This is especially true in a field such as consumer electronics where the technical expertise and agility of staff is often the only thing separating firms from success or failure. The following paper will offer an employee relations plan for Sony which touches upon a number of things."

Tags:employee, relations, plan

Abstract
The following paper examines the issue of employee retention and obtainment, which is an intensive struggle between employer and employee. Retaining and obtaining employees in today's economy is a constant campaign for the best and most deserving workers and thus this paper suggests ways of improving employee relations by improved communication, incentives, good benefits a pleasant office climate and more. The information contained within was compiled from literature found in public libraries abroad, third party investigations and personal observation.

From the Paper
"During the 1990s, job seekers had a dizzying array of choices when they searched for work. It was a difficult task for employers to keep employees. Losing employees always meant losing knowledge, capital, skills, and experience (Watson, 2000). Losing knowledge was a major concern to organizations. If an organization lost an employee with a great amount of knowledge, it essentially lost revenue that the employee would have generated. If an employer lost an employee with a great amount of experience, it would take lots of time and money to retrain a new employee for positive production. Experience is an intangible that is relied up heavily. Every worker carries with him or her at least three basic types of experience. Every worker possesses a certain amount of industry, company, and position specific experience."

Tags:employee, management, retention, job, hunting, good, times, office, climate, benefits, advancement, opportunities, challenges, criteria, hesitate, company

Abstract
This paper is a creative case study on employment law. It relates to whether whether a worker is an employee or a consultant as outlined in the "Little Lamb Case" based on the fictional "Mary had a Little Lamb." The paper uses this nursery rhyme as an example of the unclear lines between being an employee and being a consultant.

From the Paper
"At the time of her discharge Mary was being treated by Little Lamb Company LLC as an employee rather than as an independent contractor. There are a number of factors that support the argument that Mary would be properly classified as an employee rather than as an independent contractor. According to an essay published online by Iowa State University there is a twenty question test that employers should use and the Internal Revenue Service does use to determine whether a worker is properly classified as..."

Tags:case study, employment law, little lamb, Breach of public policy, worker, employee, consultant, Breach of implied covenant of good faith and fair dealing, Breach of implied contract, employer/employee relationship independent contractor

Abstract
This paper proposes a plan for promoting effective employee development and retention, touching on training, human capital management, a career development planning model, and an employee relations program.

From the Paper
Employee Development and RetentionAbstract Employee development and retention are critical to an organization'sability to meet its goals and challenges and retain profitability Thispaper discusses the factors that affect employee development and retentio

Tags:employee development, retention, training, human capital, career development planning model, employee relations program

Abstract
This paper examines the case of the manager of ABC Apartments misusing the key to one of their apartments by raping a tenant after using a spare key to enter her apartment. The paper describes the facts of the case and looks at landlord-tenant liability and duty of care. The paper then examines causation and the basis of ABC Apartment's liability in the case.

Table of Contents:
Facts
Duty of Care
Causation
Identifying the Basis of ABC Apartment's Liability

From the Paper
"Ordinarily, vicarious liability of employers is predicated on the common law principle of respondeat superior, pursuant to which employers are responsible for harms caused by their employees by virtue of the employer's failure to properly supervise or train them (Halbert & Ingulli 2000). In addition, many states have established precedents imposing an affirmative duty on the part of employers to safeguard their employees, tenants, and the general public from criminal conduct perpetrated by their employees. Minnesota, in particular, has dealt with the same factual circumstances raised by the ABC Apartment case; California and several other states have specific statutes defining additional liability for negligence in hiring and in the retention of employees who are unfit or otherwise unsuitable for their positions. (Feliu & Johnson 2002)."

Tags:causation employee, punitive damages