they are known as a global phenomenon being experienced by all industries‚ the aging workforce. In the United States‚ in 2008‚ 18% of its labor workforce was 55 years old and above and projected that it will increase to 23% in 2018 ( Noe‚ Hollenbeck‚ Gerhart‚ Wright 2011). The aging workforce is a workforce who can’t be overlooked; it poses both advantages and problems to the industries. This report looks at the advantages and problems of this aging workforce and strategies implemented by organizations
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Collective Bargaining at West University Human Resource Management December 29‚ 2012 College campuses across the country have served as staples in their community. As college faculty and the student body forge bonds between academic‚ state‚ and union members they held to higher standards of ethics. With this being said they are faced with basic and central social relationships between union‚ employers and state. In respects
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Performance Management Mbotidem Ekong Strayer University Morrow Campus HRM 500 – Human Resource Management Foundation February 23‚ 2015 Introduction As the human resources manager (HR) of the Atlanta store‚ my immediate goal is to improve employee performance through sales of the merchandise and through offering excellent customer service. The store sells clothing‚ shoes‚ handbags‚ linens‚ etc. The Atlanta store recently had its worst quarter‚ and the HR goals are to improve employee performance
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to make their employees happy and to run their business successfully. One of the examples of a trend that affects HRM is an aging workforce. By now the worker age range of 45 to 64 has grown dramatically and continues to grow (Noe‚ Hollenbeck‚ Gerhart & Wright‚ 2010‚ p. 32). Starbucks is following the trend. For instance‚ the company has recently purchased the workshop that is called Aging Workforce (PR Newswire‚ 2010). Another example of a trend that puts a big impact on the workforce
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Coca-Cola recruits staff members via referrals and employment agencies. Noe‚ Hollenbeck‚ Gerhart and Wright (2008:204) mention that companies who take a “lead-the-market” approach to pay have a distinct advantage in recruiting. The case study mentions that Coca-Cola pays its employees at the top end of the remuneration scale‚ therefore‚ they are more likely to attract and select highly talented and skilled applicants. Noe et al. (2008:208) state that personnel that are recruited via referrals
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objective(s)" (Ray and Ramakrishnan‚ 2006). Tangible assets include financial and physical assets such as machineries and manufacturing plants while examples of intangible assets are branding‚ company reputation‚ technological know-how and human resource (Noe et al.‚ 2012). Human resource is the most important asset of an organisation. Using studies which showed that effective use of human resources contributed to better corporate performance and/or productivity‚ this essay attempts to show that this intangible
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Changing the Organizational Culture: Reenergizing the Athletic Department Jason Abstract Efforts to change the organizational culture of companies large and small have been attempted by many professionals‚ with varying rates of success. The reason success has varied with the process is due to resistance to the change in comfort zone from those involved in the process of culture change. In this paper the process of culture change will be discussed‚ as a plan will be outlined to change the
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scorecard. Quality Progress‚ v 35‚ no 3‚ 66-71. Manmohan‚ S. (2008). The lodging industry market structure. Retrieved from http://www.hotelnewsresource.com/article32324-The_Lodging_Industry_Market_Structure___by_Manmohan_Shetty_.html Noe‚ R.‚ Hollenbeck‚ J.‚ Gerhart‚ B.‚ & Wright‚ P Paladino‚ R. (2005). Balanced forecasts drive value. Strategic Finance‚ Jan.‚ 37-42. Taylor‚ W. (2010). The balanced scorecard as a strategy-evaluation tool: the effects of implementation and a causal-chain focus. Account
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frequently changes in the quality‚ creativeness‚ innovation‚ timeliness of employee contributions and the skill needed to provide them. Those changes prompt business to restructure‚ mergers‚ acquisition‚ dismiss and extend working hour for many employees (Noe et al‚ 2010). Employees are expected to take more responsibility for their own career‚ provide excellent customer service and work with high productivity level. In return for good job
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References: Lawler III‚ Edward E. and O’Toole‚ James (July 2006). The New American Workplace. New York‚ NY. Society for Human Resource Management. Palgrove McMillan Noe‚ Raymond A.‚ Hollenbeck‚ John R.‚ Gerhart‚ Barry and Wright‚ Patrick M. (2011). Fundamentals of Human Resource Management. 4th Edition. McGraw – Hill Companies‚ Inc.
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