How have society and workplaces changed and what are the strategic human resources management (SHRM) implications of these changes for organizations?
For this question I need to have an understanding of the implications of SHRM now, compared to the past prior to the implementation of current laws, policies and procedures.
Laws that address:
Diversity sexual harassment
Orientation and training
A timeline would be helpful and if you could please provide me with any resources so I can further explore the concepts.© BrainMass Inc. brainmass.com October 17, 2018, 4:31 am ad1c9bdddf
Many historians in America attribute the American Industrial Revolution to Mr. Samuel Slater who built his first successful textile mill in Pawtucket, R.I. in 1793 (Piehl, 2004). Slater's plant evolved the traditional American worker over the next century from small, self sufficient agricultural farmers and handymen into assembly and manufacturing plant workers. Gone were the days of only the males working and in came the days where everyone began working in the family, even the children in many cases (Piehl, 2004). It was this manufacturing and assembly boom that spurred the early needs for organizational management.
Business owners, government officials, and ordinary workers began to realize a significant need existed in organizations for management, as they began forging their way into the industrial boom that was taking place. This realization is what drove America to create some significant milestones along the path of progressive organizational behavior and the evolution of today's highly strategic human resource management philosophies.
As society progressed into the 1800's, factory worker conditions continued to expand and the need for standards and organization, along with strong leadership, was prevalent in almost all factories in the United States. The need for employees to be recognized lead to the evolution of the American Federation of Labor being born under the leadership of Samuel Gompers in 1886. This group being established marked the beginning of organized labor, unionism, collective bargaining, and the beginning of the employee's voice being a real threat to employers (Kautsky, 2008).
The next major step in employee and management relations came in 1890 and was called The Sherman Antitrust Act (this was transformed further in 1914 under the Clayton Antitrust Act). These acts both firmly focused on the necessary balance that was needed between the power of management over their labor and the power of labor in response to their managers. Also, another important Act that was authorized at the turn of the 1900's was The Immigration Act of 1907. This Act was the first major piece of legislation that recognized the overwhelming inflow of immigrants through the southern borders and tried to stem this rush into the American labor markets. The effect was a net reduction on overall labor growth once it was enacted (Summers, 2009).
A major piece of management philosophy that is still in use in many forms today was published in 1909 by Frederick Winslow Taylor, known as the "Principles of Scientific Management". This published work laid the groundwork for many of the management principles that stressed the need for managers ...
he need for employees to be recognized lead to the evolution of the American Federation of Labor being born under the leadership of Samuel Gompers in 1886. This group being established marked the beginning of organized labor, unionism, collective bargaining, and the beginning of the employee's voice being a real threat to employers (Kautsky, 2008).
Questions on the nature of human resource management regarding layoffs, productivity, motivation, social media, recruiting, and diversity. APA formatted references are included. Examples are cited.
1. What are your thoughts on how organizations, and your organization in particular, can use the information in the article on diversity (Attached) to better understand, manage, and leverage diversity to achieve strategic human resource goals.
2. Some believe the HR department exists to further the interests of the employees to management, while others feel it exists primarily to further the interests of the company by giving professional counsel to management. Which position is correct? Why?
3. Most organizations find themselves in a flurry of recruiting activity after determining a need or having a job opening. Others often find that their recruiting efforts are not really recruiting at all but rather sorting resumes. Organizations that recognize the need for change, plan on growth and development, and prepare a strategic recruiting plan seem to be those that are most ready to thrive during times of economic uncertainty. Read the study on strategic recruiting in Ireland (Attached) and provide a critical analysis of the article to include:
a. How does this article compare with your own organizations current strategic recruiting practices
b. Discuss how you might implement the findings of this study into your organizations strategic plan for recruiting individuals.
c. Does the articles conclusions seem sound based on your own experience?
4. If a company needs to layoff because of declining sales, should it layoff personnel based on merited performance or based on seniority? Why? How?
5. Motivation and productivity seem to have a pretty strong relationship. The arguments can go back and forth and whether productivity contributes to motivation or does motivation contribute to productivity? Read the attached article on job satisfaction. What strategic initiatives can your current organization take to improve employee involvement? How would you measure success of such an initiative?
6. Which HR values should be a primary focus in a management training course for supervisors?
7. Research the controversial HR practice of checking a job candidate's social media sites as part of the selection process. Using at least one article, provide a summary.
8. What should be an HR strategy to best motivate employees to performance excellence? Should HR's strategy be the same in a for-profit company as it would be in a not-for-profit organization?
9. Read the article on innovation and strategy (Attached). It discusses several methods and indicators of quality and strategy when linked to strategic human resource management. Answer the following questions:
a. Considering all of your course work, which of the 5 pillars of HR (selection, compensation, training, safety, and EEO) do you think might be most impacted by a quality methodology?
b. What key aspects of this article do you think you can apply most to your current organization?
c. What has changed in our economy that might make this article of limited use?
All of the required articles are attached.View Full Posting Details