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Instructions:
Future of Human Resource Management Discussion
Readings and Resources
Unit 8 Presentation (PDF)
Articles, Websites, and Videos:
Is your HR dept. trained to conduct employee complaints? Learn the potential impact of improperly conducted investigation and why HR must accept the role of investigator with extreme sensitivity and training.
Meiners, D. (2014). Be a super sleuth. HR Magazine, 59(12), 28-33.
Are workplace/employment related lawsuits primarily generated by employees, employers or government agencies? This article indicates that most employment related lawsuits are brought by employees! See why.
Alexander, C. S., & Prasad, A. (2014). Bottom-Up workplace law enforcement: An Empirical analysis. Ind. LJ, 89, 1069.
This article described five basic principles HR should follow to ensure employment law compliance.
Davis, R. & Carnevale, M. (2010, May 13). The HR function’s compliance role.
DOL raises minimum wage for Federal Contracts. The new minimum wage became effective 1/1/2015 for all federal government contracts and related subcontracts. This article explains the new law and the implication for employers.
Durham, C.D., & Barer, E. (2105). U.S. Department of Labor final rule raises minimum wage for federal contract workers. Employee Relations Law Journal. 40(4), 47-49.
A number of states have enacted paid sick time laws each with their own regulations. This article describes the laws in MA, CT, CA, Trenton and Montclair, New Jersey as of November 10, 1014.
. (n.d.). Pew Research Center.
Braun, M. (2014, Apr 3). The increasing importance of social media in HR.
Companies are beginning to realize the potential legal issues related to the use of social media for recruitment. This paper discusses the potential legal risk associated with this procedure along with steps to reduce potential litigation exposure.
Calvaria, G.E., Calvaria, R.V., & Clavacin, E.J. (2014). Social media and human resources staffing: Legal, policy and practices issues for employers. Journal of Legal, Ethical & Regulatory Issues, 17(2), 51-60.
Danaher, M. (2015, Apr 5). Employee’s online and obscenity-laced rant viewed as protected activity by the NLRB. Paid Sick Leave Laws Enacted in U.S. state and local Elections. (2014). Venule Legal Summaries, 1-3.
These articles go into further detail about how the use of social media for recruitment purposes.
Social media use by age group over time
Here is an interesting course case about how UPS’s policy on light-duty violates the Pregnancy Discrimination Act.
Supreme Court Strikes down Employer’s Light Duty Policy in Pregnancy Discrimination Case. (2015, Mar 25). Fisher & Phillips LLP.
The story of Greystone Bakery’s success with employing people with doing a background check. The story is told as a back drop to the call to the Federal Government to expand the “Ban the Box” policy that prevents employers from asking about conviction histories on the application making it difficult for convicted people to become gainfully employed. 16 states now have ‘ban the box’ laws.
O’Connell, C. (2015). “Ban the box: A Call to federal government to recognize a new form of employment discrimination. Fordham Law Review, 83, 2801.
The “quickie election” rule National Labor Relations Board (NLRB) is addressed in this article and how it significantly tilts the election procedures in favor of unions by reducing the normal time for NLRB elections.
Lotto, M. & Parry, E. (2015, Apr 8). The NLRB’s General Counsel issues guidance on the new accelerated election rules.
The NLRB used the NLRA 1 as a protection for a variety of employee related activities including: Social Media interactions – Facebook, Twitter etc. used by employees to discuss wages, hours, working conditions, organizing and “concerted communication for mutual aid and protections” See why employers may be accused on unfair labor practices if they discipline an employee for their comments on social media.
O’Brien, C.N. (2014, Jan 6). The Top ten NLRB cases on Facebook firings and employer social media policies. Oregon Law Review, 337(2013).
This website has a paper written by two professionals discussing what they believe to be the future of Human Resource Management.
Boudreau, J. & Ramstad, P. (2002). From “Professional Business Partner” to “Strategic Talent Leader”: “What’s Next” for human resources management.
Question:
Consider the information provided in the readings about the future of HRM. What do you think about this prediction for HRM? Is it likely to come true? Explain your answer with properly cited research. This Discussion Board is due by 11:59 pm on Friday night. Please note the due date.
RUBRIC |
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Excellent Quality 95-100%
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Introduction
45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Literature Support 91-84 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met. |
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Average Score 50-85% |
40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided. |
83-76 points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration. |
52-49 points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met. |
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Poor Quality 0-45% |
37-1 points The background and/or significance are missing. No search history information is provided. |
75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration. |
48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met |
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Future of Human Resource Management Discussion |
Future of Human Resource Management Discussion