Find a current HR topic (i.e., downsizing, outsourcing/off-shoring, executive compensation, affirmative action, international HR, disability status of alcoholics/illegal drug users, Title VII protections for homosexuals, diversity management, labor disputes, training expenditures, etc.) and write a 3-4 double spaced page analysis of the issue.
You should analyze the issue using the basic parts of reflective skepticism, including: challenging the assumptions of key stakeholders on both sides of a particular issue, assessing the political, geographic, and industrial context of the issue, and should provide alternative solutions to solving a particular issue. you should make an unbiased assessment of each particular issue in their analysis, but should take a position regarding a potential solution that they've either created themselves or that has been proposed by someone else. For instance, a you may choose to write a case regarding executive compensation and may argue for reasons both in favor and against the current executive compensation levels. you would then provide solutions to dealing with the executive compensation issue and would conclude by advocating one approach or another to improve the current situation (if you believe it needs to be improved).© BrainMass Inc. brainmass.com June 18, 2018, 11:14 pm ad1c9bdddf
The terms outsourcing, offshoring, and offshore outsourcing tend to strike fear in American consumers and laborers. These tactics are often seen as a way for businesses to give work to overseas workers, not support our economy, and can sometimes cause headaches to consumers looking for customer help. At the same time, however, the international market has been able to offer American companies the opportunity to source labor and products at better prices, which results in lower prices and more efficiency for businesses, which are then passed on as savings to consumers.
Political critics of offshore outsourcing point to the loss of American jobs while proponents counter that offshoring is the next logical step in the "world is flat" global economy. Critical to determining an answer is evaluating the facts: outsourcing information technology jobs "typically results in net cost savings in the range of 25 percent to 40 percent" (RTTS, 2010) depending on how well the program is executed and the costs to implement the program. There are cultural differences to contend with in managing a foreign workforce, as well as communication barriers. Dell, known for outsourcing customer service overseas, has received a flood of complaints regarding poor service. As a result Dell has moved some of the work back onshore (Fisher, 2004). However, many workers overseas speak perfect English and have achieved a higher degree of education than many Americans.
There are also regulatory issues involved with outsourcing. China is a prime location for outsourcing manufacturing and high level IT work. However, China does not protect intellectual property legally and there is widespread piracy. This is problematic and unsavory for U.S. companies concerned about counterfeiting as well as proprietary information and technology.
Further issues ensue in regards to foreign labor laws. Each country has different laws, ...
This detailed solution discusses outsourcing/off-shoring, challenging the assumptions of key stakeholders on both sides, assessing the political, geographical, and industrial context of the issue, and provides an alternative solution to solving the issue. It gives an unbiased account of each side of the issue but takes a position as far as benefits and drawbacks for HR. It includes examples, and many links as well as APA formatting.