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Evaluating and Leveraging Human Resources, 2005.
An overview of the potential of the implementation of the human resource initiative, "Work-Life Balance".
3,005 words (approx. 12.0 pages), 9 sources, MLA, $ 88.95
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Abstract
This paper identifies a human resource initiative "Work-Life Balance," which, if implemented within the organization of Youth Directions, will enhance its business performance. An overview of Youth Directions and work-life balance is provided. The initiative's benefits and costs are examined; case studies of work-life balance within organizations of Australia are portrayed to demonstrate the success of the initiative. In conclusion, the paper makes recommendations on implementing the initiative.
Outline
Introduction
The Organisation
Work-Life Balance Defined
Why Do We Need Work-Life Balance?
Benefits for Youth Directions
Cost-Benefits
Case Studies
Implementation
Conclusion
From the Paper
"Many organisations express concerns about the cost implications of introducing work-life balance practices. Work-life balance encompasses a broad range of different policies and practices, many of which do not have any actual cost implications but rely on a more imaginative approach to everyday working conditions. Flexible working arrangements are the most common, including such arrangements as flexible working hours, part-time/job share arrangements, unpaid leave, compressed and annualised hours. Special carer leave arrangements and childcare support and information are other important areas that can contribute to a greater work-life balance. Some organisations also provide additional employee support in the form of information and advice about work-life balance or counselling services."
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Human Resources and Performance Evaluation, 2005.
This paper discusses performance evaluations as a benefit to the workplace within an organization.
2,475 words (approx. 9.9 pages), 5 sources, $ 97.95
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Abstract
The writer discusses that within the last three decades, performance evaluations have grown in popularity as a formalized assessment of the abilities and skills of workers within the organizational culture. The writer points out that a manager in the Human Resources department of a multinational company is seeking to identify whether his company can benefit from performance evaluations as have others. The incentives and positive long-term impact of implementing a performance evaluation program are detailed, and recommendations for outcomes suggested. Performance evaluations are definitively identified as a positive asset to the workplace and for leaders within an organizational culture seeking to make informed decisions regarding policy change.
From the Paper
"The process of evaluating the performance of employees within the organizational setting helps to define the efforts of employees and clarifies areas of need which have yet to be addressed by the existing organizational culture. The role of the Human Resources department is to help facilitate successful and comprehensive performance evaluations of employees. This helps identify areas in which the company must focus to successfully promote productivity and improve the retention of employees through maximizing their job satisfaction. This paper is designed to identify the beneficial outcomes of routine performance evaluations within the workplace. Self-assessments and management assessments of employee performance shall be clarified in terms of their scope and functionality."
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The Developmentally Disabled: Resources and Treatment, 2007.
This paper describes a study based in Albuquerque that evaluated the resources and treatments available for the developmentally disabled population.
4,305 words (approx. 17.2 pages), 20 sources, APA, $ 113.95
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Abstract
This paper describes a research project which attempted to determine techniques and modalities that have been shown to be effective in the treatment of developmental disabilities in general. A specific emphasis was placed on how these issues affect this population in Albuquerque, New Mexico. A review of the peer-reviewed and relevant literature is followed by an assessment of the significance of the research and its implications for policymakers and practitioners. A summary of the research is provided at the conclusion.
Outline:
Abstract
Disabled in Albuquerque
Introduction
Statement of the Problem
Importance of the Study
Review and Discussion
Developmentally Disabled in Albuquerque Today
Creating a Collaborative Environment among Service Providers
Significance of Analysis
Implications for Policymakers
Implications for Healthcare Practitioners
Summary and Conclusion
From the Paper
"Because resources are by definition scarce, it is important to identify the most effective treatment modality available for helping people who are developmentally disabled. While most healthcare practitioners today may debate the fine points, a virtual consensus has emerged in recent years that suggests a collaborative and interdisciplinary environment is the most effective clinical intervention available because it makes the most of the resources that are available. By treating children and adults with developmental disabilities in an interdisciplinary setting characterized by culturally sensitive practitioners, the knowledge and expertise of a wide range of practitioners can be brought to bear on these challenging problems."
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Human Resources as Strategic Partner, 2008.
This paper looks at the current trends in human resources and assesses what organizational strategies within human resources are needed to maintain a competitive and successful business market.
1,239 words (approx. 5.0 pages), 5 sources, APA, $ 42.95
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Abstract
This paper discusses the role of human resources, stating that more recently it has been regarded as a business strategic partner for many organizations. In order to be successful and remain competitive in today's market, human resources (HR) must be considered a strategic partner if an organization wants to flourish. This paper makes a case for having human resources (HR) report to the CEO of the organization. The author describes the relationship between HR strategies and business strategies and discusses examples of HR strategies that can be effective. In addition, the author of the paper examines the benefits and consequences of having HR as a strategic partner, as well as the key business competencies that they must retain. Furthermore, the paper discusses an optimal career path for a senior HR executive.
Outline:
Case for Human Resources as a Strategic Partner
HR Strategies and Business Strategies
Benefits and Consequences
Key Business Competencies
Career Path
Conclusion
From the Paper
"Strategies require more than retaining competent people. They require specific people with specific talents for specific tasks. Concentration strategies are a good example of how HR can affect change. They are an integral part in retaining employees by way if training to keep skills sharp and compensation to give those with skills the proper income for their work. Another strategy that can impact change in a positive direction is the external growth strategy during mergers and acquisitions. HR is a critical facet during a merger as issues of conflict usually arise. HR must train staff in conflict resolution due to the merging cultures. In doing so, morale and production can be impacted if the proper training is conducted. Additionally, rightsizing to cut costs and remain competitive in the market is another strategy whereby HR is important and can positively affect the company in meeting its goals. HR can assess the positions and the job functions to see what positions can merge. Upon doing so, they then can look objectively at the employees who aren't as valued to determine the cuts needed to achieve the desired results."
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Human Resources Challenges, 2008.
A discussion fo the challenges faced by the human resources managers in the airline industry.
1,087 words (approx. 4.3 pages), 6 sources, APA, $ 37.95
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Abstract
This paper examines the ever changing challenges presented to the human resources managers in the airline industries. The paper looks at how the human resources manager in an airline industry has the challenge of staffing for this ever-changing need. The paper then explains that because the airline's needs are in a constant state of flux, the first step the human resources manager must take is to establish a system that allows for a regular evaluation of the need and then recruit based on the evaluated need. The paper also points out that the three main issues that a human resources manager will face in the industry is the increase in the amount of outsourced jobs, recruiting personnel who are qualified to handle the increased level of technology involved in the industry, and to be able to successfully handle employee disputes and possible strikes or other union-based actions.
From the Paper
"As the human resources manager in this volatile industry, it is imperative that one prepare for the worse. To do this, the human resources manager must start by developing a in-depth and comprehensive employee contracting plan, especially in areas where unions are involved. The human relations manager must have a strategic plan as to what they can and cannot afford. This strategic plan must be developed based on a through evaluation of what risks the airline runs of a work stoppage for each of the contractual terms. (Shaw, 2004)."
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Human Resources Strategy, 2008.
This paper looks at the importance of human resources strategy and different relevant options available.
1,945 words (approx. 7.8 pages), 5 sources, APA, $ 61.95
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Abstract
In this article, the writer examines the importance of the human resources strategy and looks at the necessary steps to formulate such a strategy. The writer then discusses human resources (HR) strategy, how to align the HR strategy to the business strategy and why and how best to do this. Furthermore, the writer describes the need for scanning the environment, the challenges in doing so and also the environmental factors that impact an organization. In addition, the writer discusses the different aspects of HR planning that encompass job analysis, forecasting, demand for human resources in an organization and the internal and external labor supply in the same organization. Finally the writer looks at the strategic options available to meet the necessary shortages or excesses in the workforce. The aspects discussed in this section are downsizing and restructuring, mergers and acquisitions, outsourcing and strategic international human resources management.
Outline:
Abstract
Introduction
Importance of HR Strategy
Aligning HR with business Strategy
Environment Scanning
Evaluation of HR programs and policies
HR Planning
Job Analysis
Forecasting
Human Resources Demand
Labor Supply
Strategic Options
Downsizing & Restructuring
Mergers & Acquisitions
Outsourcing
Strategic International HRM
Conclusion
From the Paper
"In order to formulate an effective HR strategy it is essential to scan the environment the organization operates in. In this section we will be discussing the sources and methods used to scan the environment, the challenges involved, and environment factors."
"There are many different sources and methods that can be used to scan the environment. Publications, professional associations and professional consultants are some of the most popular sources used. Trend Analysis, Delphi Technique and Impact Analysis are some of the techniques that are very popular when scanning the environment."
"The inability to accurately predict the future is one of the main challenges of environment scanning. Isolating the critical from the insignificant is another challenge.
"There are many environment factors that can impact an organization. Some such factors are economic, technological, political, legislative, demographic, social and cultural factors."
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Managing a Human Resources Department, 2007.
An analysis of the effective management of a human resources department.
3,876 words (approx. 15.5 pages), 17 sources, MLA, $ 106.95
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Abstract
This paper discusses how the human resource assets of the company are intended to be managed, including the human resource department staff and the senior line managers. It is written from the point of view of the director of the human resource department. The paper discusses strategic human resource management, human resources planning, job analysis, compensation system design, equal employment opportunities, human resources development initiatives, recruiting and benefits administration.
Table of Contents:
Review and Discussion
Strategic HRM
Human Resources Planning
Job Analysis
Compensation System Design
Equal Employment Opportunities
Human Resources Development Initiatives
Recruiting and Benefits Administration
Conclusion
From the Paper
" While the experts may not agree on the best approach, everyone agrees that it costs a lot of money to successfully recruit and train any new hire just as it costs less to keep an existing customer than it costs to find new ones; therefore, to the extent that this HR function is managed effectively is the extent to which the company will realize some important cost savings as well as improve its employee turnover, absenteeism rate as well as the costs associated with further recruiting and training requirements. Likewise, benefits administration, as a component of the overall compensation system design, must become more cost effective. Many companies have realized significant cost savings by outsourcing their benefits administration function, and at the risk of losing valuable corporate "turf," it is the incumbent's recommendation that our company also outsource this function."
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Scarcity of Natural Resources and Future Conflict, 2001.
An in depth look at the potential of future conflict over the scarcity of natural resources. A look at conflict over the scarcity of natural resources. The author investigates the conflict over: the degradation of fossil fuels, forests and agricultural la
1,805 words (approx. 7.2 pages), 7 sources, $ 58.95
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Abstract
A look at conflict over the scarcity of natural resources. The author investigates the conflict over: the degradation of fossil fuels, forests and agricultural land as well as pollution of fresh water and depletion of fisheries. The author argues that scarcity of these will lead to environmental stress and increased economic deprivation leading to social turmoil and conflict, both inter and intra-state.
From the Paper
"The debate over whether environmental scarcity is a crucial factor in conflict and therefore worth paying close attention to in what is perceived as a world of diminishing resources is contentious. In many respects it seems logical to conclude that since so many wars in history have had economic causes then something like the scarcity of natural resources would in all likelihood be a source of conflict in the 21st Century."
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The Pacific Northwest and Its Resources, 2005.
A discussion of the impact that natural resources had on determining the demography of the Pacific Northwest.
1,244 words (approx. 5.0 pages), 3 sources, MLA, $ 42.95
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Abstract
This paper discusses the role natural resources played in the peopling of the Pacific Northwest, including the natural resources that became commodities and how the commercialization of those resources affected interactions between various groups. It looks at what impact the exploitation of natural resources had on the region's environment. The Pacific Northwest is a diverse area full of natural resources that helped it grow and prosper as the population moved west. The writer concludes that many of these resources have been exploited for years at the expense of the area and its people.
From the Paper
"Comprising the areas of Oregon, Washington, Idaho, Montana, and Canada's British Columbia, the Pacific Northwest is an area known primarily for its natural resources and relationship to the environment. The area is primarily broken into two parts by the ridge of the Cascade Mountains. To the west lies the humid and lush western coast, and to the east lies the drier, arid eastern plains. These environmental areas can be broken down into smaller, more detailed regions that relate to their own specific resources. One Northwest historian notes, "Principal resources include: soils, grasslands, minerals, fisheries, water for power and irrigation, forests, wildlife, and scenic attractions" (Freeman and Martin 119). From the explorations of Lewis and Clark to the first trappers who visited the area, it was quite clear it was an area rich in resources and wildlife, and abundant potential."
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Human Resources and the Business Environment, 2002.
A discussion of the changing business environment and the role of human resources in that environment.
5,122 words (approx. 20.5 pages), 16 sources, MLA, $ 128.95
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Abstract
This paper examines how as the business environment in which most companies operate has changed, the role of the human resource function has changed, as well. It looks at how human resource professionals used to serve as personnel specialists who worked largely outside the realm of strategic management and how they are now an integral part of the strategic focus of a company. It evaluates how human resource professionals now take a proactive role in helping companies attract and retain the highest quality workers who are able to meet the needs of the organization not only in the immediate future, but over the long term. Human resource managers are in a unique position to bring change to organizations since they are increasingly being included in senior management and since they work closely with other managers as well as lower-level employees.
Outline
Introduction
Globalization
Managing the Expatriate
Reducing Costs
Competition
Increase in Service Sector Activity
Downsizing/Re-Engineering
Changing Demographics
Strategic Planning and Human Resources
Goal-Setting
Planning
Organizing
Profit Sharing
Executive Information Systems
Delegating
Organizational Culture and Ritual
Rituals as Barriers in Organizations
Culture and Standards of Behavior
Conclusion
From the Paper
"Increasingly, organizations are including human resource professionals in the strategic planning sessions which take place at the executive level. Where once personnel specialists would react to the strategic plan by trying to find employees who could help the company achieve its goals, human resource professionals are now active participants in determining those plans. Based on their familiarity of the workforce in the local region (or in remote areas, in some cases), human resource professionals can offer guidelines as to how much a particular strategy will cost in terms of human resources, and whether the company has the right people on staff currently or whether new employees will have to be hired and trained. In some cases, retraining of current employees will take place concurrently with hiring new employees."
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Nigerian Natural Resources: Blessing or Curse?, 2007.
Questions whether natural resources are a blessing or a curse in the development process of a country, using Nigeria as a case study.
9,950 words (approx. 39.8 pages), 28 sources, APA, $ 201.95
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Abstract
The concept that countries that are endowed with natural resources such as oil, natural gas, and gold should exploit them to promote economic growth and development has long been recognized as one of the fundamental principles of development economics. The principle of comparative advantage also maintains that countries should exploit those factors that they hold in greatest abundance. The revenues that are generated by natural resources can be used to assist in the promotion of economic growth in this view, which will then allow the economy to diversify and produce the kinds of higher value-added goods that are necessary to further accelerate economic development. The resource curse theory. This study provides a comprehensive analysis of peer-reviewed and scholarly literature to determine the relationship between economic growth and human capital, and what current theories and models provide insights into this process. A case study of Nigerian underdevelopment is presented to determine how, in spite of abundant natural resources, the country has failed to fully realize the potential of many of its natural resources. Further, research on the role of western nations in conflicts in Africa as an indirect factor for the mismanagement of natural resources in Africa is also provided. A summary of the research, salient conclusions and timely recommendations are presented in the concluding chapter. The paper includes tables and graphs.
Table of Contents:
Chapter 1
Introduction
Statement of the Problem
Purpose of Study
Importance of Study
Scope of Study
Rationale of Study
Overview of Study
Chapter 2
Review of Related Literature
Chapter 3
Methodology
Description of the Study Approach
Data-gathering Method and Database of Study
Chapter 4
Data Analysis
Chapter 5
Summary, Conclusions and Recommendations
From the Paper
"While petroleum products are a relative newcomer to Nigeria's "resource curse" mix, coal and tin have been mined in the country since the early colonial period; however, coal production decreased following World War II, as a consequence of the redirection of resources to the potentially more lucrative oil industry. Nevertheless, substantial coal reserves of varying quality remain throughout Nigeria's south-central states (see map at Appendix B) in a strip of country that stretches from Benin to Cameroon. Furthermore, columbite and tin can be found in the Jos Plateau and there are iron-ore deposits in the Lokoja area (situated close to the Ajaokuta steel complex in the lower Niger valley)."
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Human Resources Comparison, 2006.
Compares the different styles of two human resources consulting firms -'McKinsey and Company' and 'The Boston Consulting Group'.
4,411 words (approx. 17.6 pages), 7 sources, MLA, $ 115.95
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Abstract
Although there are over 144,500 human resource consulting firms throughout the world, none give a better contrast of style of their approach to the solutions of problems in the area of human resources than 'McKinsey and Company' compared to 'The Boston Consulting Group.' The paper shows that, in the case of the former, 'McKinsey and Company' uses a network of eighty offices located in forty countries. On the other hand, The 'Boston Consulting Group' utilizes a central office concept and the vastness of the technological tools at their disposal to accomplish their similar goals. The paper shows that, moreover, the solutions sought in relationship to human resources problems by both firms are strikingly similar; however, their approach to the solutions sought is quite different. By providing an understanding of the functioning of these two enterprises, the paper observes the vast array of workable solutions to problems concerning human resources.
Paper Outline:
Thesis Statement
Corporate Strategy of 'McKinsey and Company'
'The Boston Consulting Group'
Contrasting and Comparing of the Overall Strategies
The Daimler-Chrysler Human Resource Challenge
The General Motors Europe Human Resources Situation
Conclusion
Bibliography
From the Paper
"In addition, the Boston Consulting Group works closely with clients to convert insights into strategies whose implementation shall have a substantial positive impact on performance of the client. Moreover, the Boston Consulting Group consistently attempts to deliver influence aiming for earning the trust that is the foundation of lasting relationships. Furthermore, these relationships serve as a platform for still deeper insights and more significant impact for the client.
The Boston Consulting Group aspires to achieve these goals with individuals as well as with organizations. They seek to inspire enterprising and imaginative people - at their clients and within their staff - with unparalleled opportunities for professional and personal growth, thus hoping to establish a lifelong bond with these persons."
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Human Resources Management, 2007.
An analysis of the trends and challenges of human resources management.
2,858 words (approx. 11.4 pages), 2 sources, MLA, $ 84.95
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Abstract
The scope of human resources management (HRM) has changed dramatically over the past decade. This paper looks at how advancements in technology, globalization, e-business and diversity have played a huge role in the changes in HRM. The paper details the trends and challenges of human resources management in the following key areas: performance management systems versus annual performance appraisal, advantages of managing turnover in organizations, contemporary safety and health management issues and future trends and challenges.
Outline:
Abstract
Human Resources Trends and Challenges
Performance Management Systems vs. Annual Performance Appraisals
Managing Employee Turnover
Contemporary Safety Issues and Health Management
Future Trends and Challenges in Human Resources Management
Conclusion
From the Paper
"In many organizations managing employee performance is a process done by giving employees feedback about their performance. Typically the feedback is given to an employee by an annual performance appraisal. The annual performance appraisal is a measurement of specified areas of an employees' performance (Noe et al, 2003 p.316). Ideally, performance appraisals allow management to combine feedback and goal setting, clarify job description and responsibilities, provide information about work performance, work improvement and identify training and development opportunities for the employee. The performance appraisal should review performance objectives and performance standards set within the job description. "
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War for Resources, 2007.
An analysis of the link between environmental stresses and conflict.
3,276 words (approx. 13.1 pages), 13 sources, MLA, $ 94.95
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Abstract
This paper discusses the links between aggression and environmental stress, in that damage to the environment often leads to conflict over resources and then to war. The paper specifically discusses the views of Richard Matthew, who argues in "Conserving the Peace" that the links between environmental stress and conflict can be distilled into four categories: unsustainable use of resources, inequitable access to resources, use of resources to finance conflict and incompatible uses leading to conflict.
Table of Contents:
Introduction
Unsustainable Use of Resources
Inequitable Access to Resources
Use of Resources to Finance Conflict
Incompatible Uses Leading to Conflict
Water
Solutions in Progress
Conclusion
From the Paper
"If we do not respond to environmental problems, social disintegration, war and famine will increasingly plague the planet. To have peace, we need sustainable development. Peace is not simply the absence of war, violence, and hostility--it is reconciliation, human flourishing, and natural beauty. We have the ability to provide basic and adequate resources for everyone living on Earth so that no one is trapped in poverty while others enjoy abundant wealth. We can change social policies that dispossess the poor of their land and ignore their property rights. "For the first time in history, technology and science enable us to understand Earth's ecology and our impact on it, to control population growth, and to increase the carrying capacity in ways never before imagined" (Steven A. LeBlanc cited in Coles, 2004). If we make a systematic effort, we can restore balance and nurture an environment conducive to peace."
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FDA Leveraging, 2004.
Overview of FDA leveraging policies, guidelines, and principles.
1,686 words (approx. 6.7 pages), 3 sources, APA, $ 54.95
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Abstract
In this paper, FDA leveraging and the impact special interest groups could have on protection of human research subjects is discussed. Initially, an overview is provided of FDA leveraging, including a definition of leveraging and a discussion of relevant background information, basic principles, and types of partnerships involved in the process. Subsequently, the oversight of FDA leveraging is described. This is followed by a discussion of the legal and ethical issues associated with the process. Conflicts of interests (COI) as well as potential conflicts of interest are identified. After this, information is provided as to strategies to avoid the emergence of COIs. Finally, a summary of the information provided within the paper is provided.
From the Paper
"Leveraging, as implemented and utilized by the US Food and Drug Administration (FDA), has been defined as the development of relationships and/or formal agreements with others outside the FDA, designed and intended to enhance FDA's capacity to meet its public health mission. As such, leveraging within FDA represents a continuum for gaining advantage and support in fulfilling its public health goals and undertaking."
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