Human Resource Essay Example for Free

Human Resource Essay What is Strategic Human Resources Management and how does it link the people with the strategic needs of the business? â€Å"Strategic human resource management is designed to help companies best meet the needs of their employees while promoting company goals. Human resource management deals with any aspects of a business that affects employees, such as hiring and firing, pay, benefits, training, and administration†. (http://www.wisegeek.com/what-is-strategic-human-resource-management.htm) The origin of Infosys starts initially in 1981 when six individuals decided that they would set out to change the structure of IT business and make the company known and respected in the industry. In the initial startup phase, however Infosys did not see immediate profit as with most startup companies and experienced very tough times and hardship. After a brief time of hardship Infosys started to see growth and expansion pick up and Infosys would see the company starting to grow more rapidly. The problem Infosys faced when they had more growth than expected was employees that somehow became a little disengaged and became unhappy while working at the company. Infosys realized that employees were what made companies successful as they were who interacted with customers on a regular and they are the ones that kept customers engaged and build relationships with them. Issues Faced at Infosys Reading the article and looking at the organization from an external standpoint allowed me to see where issues where in the organization. The first issue which I though may not have been a particularly bad issue was the growth the company was seeing. Anytime there is growth and not enough staff available, the immediate thing to do would be hire more staff. Infosys was forced to hire more workers and in turn quickly became overstaffed with workers and soon found out they did not need as many people as they had hired for. Infosys soon found themselves with workers that had become disgruntled because of â€Å"slow periods† when work was minimal. Infosys offered stock to its employees in an attempt to counteract the negative feelings and attitudes that employees were starting to develop and employees were okay with this however it was not a complete solution and Infosys soon high turnovers from their employees and overall dissatisfaction. Employee Engagement could have been conducted in this matter and would have probably assisted with better retention of employees and the company’s HR objectives. â€Å"Engagement is the extent to which employees are motivated to contribute to organizational success and are willing to apply effort to accomplishing tasks. (Mello, 2011) Alternatives to be considered Infosys uses a very standardized method when it comes to managing and the managing employees. They will need to implement new and exciting methods to do this and they would need to start with better employee management relationships. They would need to get feedback from the employees and consider areas of opportunity and immediate needs for change. The organization would need to focus more on seeking out qualified individuals versus hiring individuals just to fill positions even if it’s on a temporary basis. They will need to seek out and discover the needs of their very best assets. Their employees. Recommendations Infosys is known for its recruitment opportunities of college graduates and competitive internships. Infosys should focus on providing opportunities to interns that will benefit from hands on experience instead of hiring individuals that will most likely be laid off due to cutbacks or not enough work to go around. If the need to recruit for a regular candidate then there needs to be a method to follow when recruiting which gives specifics on what is being sought after in a potential employee and not take a â€Å"cookie cutter† approach. Conclusion Infosys would need to develop employee relations programs and create ways to make sure the employees are happy, productive, and will be engaging. The company should revisit their objectives and goals both long term and short term and develop a solid business on completing those tasks.

A Graduation Certificate Can Get You in the Door :: Work Skills Competency Essays

Good Work Ensures Employment Success With increased attention to skill standards and worker certification, people tend to consider their qualifications solely in relationship to the occupational skills they have acquired. This publication addresses the myth that skill competencies alone ensure employment and discusses the value of continuous learning, emotional intelligence, networking, flexibility, and commitment to business objectives as other keys to workplace success. A Graduation Certificate Can Get You in the Door Although it is true that academic degrees, skill certifications, and other documentation of accomplishments provide access to employment, they are significant only at the time of the job offer and its acceptance. Skills that a person has today may be obsolete tomorrow; knowledge that has current significance to society may be insignificant in the future. Technology is the most obvious example. Routine functions such as inventory control, customer profiling, machine calibration, and document publishing are now assumed by technology. Workers who previously performed these functions have had to learn new skills such as how to operate the machines that have taken over these tasks and how to use technology to streamline their work efforts. Continuous learning is the key to the transition role that ensures a worker of ongoing employment. Workers must be continually striving to keep their skills up to date, technologically current, and relevant to their employing organizations. As more of the routine tasks of the job are performed by machines, as cyclical patterns influence the numbers of workers that employers need in a given month, and as global competition drives companies to be more cost effective, workers must develop skills that will enable them to work across departments of their companies. They must be continually assessing ways in which they can prepare for work their employers and society will need them to perform in the future. Participation in cross-training programs is another strategy for enhancing job security and success. Worker cross-training is becoming a common practice in business and industry, adopted as a means of coping with reduced staffing and increased worker mobility. In the recreational vehicle industry where it is difficult to recruit people who have relevant skills, for example, the cross-training of dealers makes it easier for owners to appoint these employees to management positions when resignations occur (Packard 1999). Cross-trained workers can reap significant benefits from such company-provided training programs as well as from involvement in community-based service organizations. "Sometimes outside activities and volunteer work can help you become more 'layoff-proof' by providing opportunities to develop expertise that you can bring back to the company" (Lieber 1996, p.

Racial Formations: Reflection and Analysis

I am, without a doubt, completely uncomfortable discussing race. In fact, it is among my least favorite things to do. I mostly feel as if I do not know how to discuss race without offending someone, using the wrong word, revealing my ignorance about many issues within the topic, changing my mind about a certain belief midstream, or just generally looking like a fool. I avoid these discussions at all costs because they put me in a place I am rarely ready to be. So, naturally, this reading struck a chord with me before it actually even began. I related instantly and wholeheartedly to the question raised in the introduction: â€Å"If race is not ‘real’ in a scientific sense, why can I look around my classroom or campus and see that someone is black or Asian or white? † This quandary has plagued me for years. It seemed to me that race had to be more than a social construction established centuries ago. It had never really made sense to me, and this question established a personal connection for me to Omi and Winant’s subsequent explanation of this perplexing notion. The authors’ explanation of the history of race consciousness certainly helped me in my quest for answers and gave me a much clearer understanding of the origins of race consciousness. I could imagine the European settlers’ surprise upon discovering theirs was not the only existing race, thus challenging essentially every religious belief they held about creation. They could not explain this difference, and, as human beings devout in their religion, that was unacceptable. They needed explanation, and they needed to find it in the Bible. It is not difficult to relate to the anxiety and uncertainty they experienced. People of all religions seem to spend much of their practice justifying what happens in their lives — both good and bad — within their particular religious texts. We take scripture, verses, lines, chapter, and so on and make it fit into what makes sense for us or, in many cases, make it work to our advantage so that we can cope with what we do not understand or agree with. Having established how race consciousness came to be in the first place, Omi nd Winant address how race became a social concept, the issue at the heart of my original conundrum. As I read about hypodescent and beliefs about racial intermixture, I started to understand. The authors’ use of Marvin Harris’ work further established this understanding, particularly Harris’ statement, â€Å"†¦ The rule of hypodescent is, therefore, an invention, which we in the United States have made in order to keep b iological facts from intruding into our collective racist fantasies† (11). That was it. This eighteenth-century way of thinking was a continuance of the European settlers’ need to justify certain behaviors. They may not have been using the Bible to do so, but the creators of hypodescent were merely creating a belief to help them get through the social structure they had established and accepted. Now that I have a much better understanding of race as nothing more than a social construct, I suppose my issue is not entirely with those European settlers and not with inventors of outlandish notions about â€Å"Negro blood† but rather with current society. We are now at a point that we should know better. We should know that no one race is superior. We should know that â€Å"white† is hardly â€Å"pure† and certainly does not equal â€Å"better† simply because it is â€Å"white. † We have more than enough information to move beyond these ways of thinking and into a new era in which we are able to, as Omi and Winant state at the end of the writing, â€Å"break with these habits of thought† (15).

The s Midwifery Care At Hospital Based Midwifery Experience

Introduction There is a predicted midwifery workforce shortage (The Department of Health, 2013). To address this, the Australian Government has been implementing measures to support midwives to work to their full scope of practice including increasing midwifery care in community settings (Department of Health and Ageing, 2010). This research proposal aims to understand and interpret metropolitan hospital based lived experience of providing extramural midwifery care after hospital based midwifery experience. From this understanding any issues that impact negatively on midwives may be identified and the risk mitigated. Contextual review The majority of maternity care is provided within a hospital setting and within a medical model (Owens, et al., 2016). The Australian Government policy is to increase women’s access to midwifery care within their local community (Department of Health and Ageing, 2010) however the majority of publically employed metropolitan midwives are siloed into discrete areas of practice (antenatal, birthing, postnatal care and home visiting). Providing care outside of a hospital setting is new to many metropolitan Australian midwives. Literature review A literature review was undertaken in August and September 2016 through Queensland University of Technology (QUT) library service to ascertain if this experience has been studied and to identify other similar studies and how they were designed. The first search used the key words: midwife experiencesShow MoreRelatedThe For A Midwife With The University Of Colorado Hospital ( Uch )1684 Words   |  7 Pageswhy would the mother want to choose a midwife? 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