MLA
Format
SAMPLE
ESSAY OUTLINE
Awesome
Essays provide essays in all formats including
APA, MLA, CHICAGO / TURABIAN styles. Below
is a sample essay named "The Human
Capital". Click on the desired style
in which you want to view the paper.
[Author’s Name]
[Instructor’s Name]
[Course Title]
[Date]
Human
Capital
“The
Quality of an organization’s human resources
depends on the quality of its recruits. Recruitment
is the process of finding and attracting capable
applicants for employment” by Keith
Davis.
The Human Resources (HR) manager serves as
a link between management and employees. Providing
specialized services to staff members, the
department's goal is to foster positive relationships,
to increase job satisfaction, and to make
sure all customer or client needs are met.
Specific responsibilities include administration,
recruitment, company compensation and benefits,
training and development, health and safety,
and employee relations.
The HR manager should have talent to face
the challenges and constraints surrounding
the recruitment process.
The growing diversity in the workforce and
changing demographics often require recruiters
to be more proactive. Basically, day by day
globalization is increasing in all part of
the world. Globalization means increased diversity
both at home and abroad. Globalization amplifies
the cultural diversity of an organization
and requires the members of the HR department
to become increasingly aware of cultural differences
so that other managers can be properly advised.
And this increasing globalization is giving
exposure to cultural diversity.
“Compounding this diversity are a growing
maze of international alliance among firms,
with the key determinant of their success
often being how well human resource policies
can be integrated and implemented”.
(Wayne Cascio and Manuel G. SeRAPIO. Jr, pp
63-74).
“Research has also shown that greater
levels of creativity and innovation come from
more diverse groups of people” (Woods,
R. & King, 1996).
Cultural values and societal norms influence
diversity in the workforce.
“Changing values and laws have contributed
to greater participation rates by women in
the employment market, creating a variety
of implications for HR departments”
(Vicki Clark, pp. 148-153).
HR manager must try to anticipate the impact
of changes and act accordingly.
“The
primary response by HR department has been
to increase employee awareness of diversity
issues through training activities”.
(Diversity management is a cultural change
not just training, human resources management
newsletter, and commerce-clearing house, part
II, p.12).
"The whole idea is to build mutual respect,
and just to begin to reach out to someone
different, out of that respect, comes communication.
If there is dialogue without the foundation
of respect that just serves to drive a deeper
wedge into the relationship."
"Plain and simple, diversity is good
business," said Freeman.
"Training and development are not the
only options that keep employees loyal, but
they are considered to be an integral part
of why employees go to and stay at organizations,"
said Stacey Wagner, director of a recent study
on the issue Managing diversity is critical
for businesses to succeed in the new millennium.
Rapid changes in the population have significantly
impacted the need to incorporate strategic
diversity initiatives into all aspects of
strategic planning.
Companies that gain "top-down" commitment
to diversity planning goals will reap the
significant benefits of increasing revenue,
reaching targeted markets, increasing productivity,
attracting and retaining valuable employees,
and increasing individual and team performance.
Businesses continue to target a specific number
rather than paying real attention to the diversity
that is today's work force. "People aren't
focusing on diversity recruiting," Harrington
says. "They're focusing on representative
recruiting. They define diversity in terms
of race and gender. They don't focus on all
other different people, because they're not
obvious." says Michael C. Hyter, president
and chief executive officer of Boston-based
J. Howard & Associates
Modernized
HR departments’ help their corporate
executives determine future workforce needs
with strategic planning and competitive analysis,
providing a firm foundation and a business
case for their recruitment, retention, compensation
and employee training programs.
HR department should make policies to accommodate
work force in most effective manner.
“HR and program managers must use strategic
partnerships, working together within their
agency. They should use their workforce planning
to identify personnel needs, develop the business
case, and obtain the necessary resources so
that they can use the flexibility that they
have currently available.” (Speech by
Kay Coles James, November 7, 2001).
By the culture diversity organization may
face different problems as well as employees
face different cultural problems. Like change
in language, environment etc. But all these
problems could be solve by the support of
HR department. Their role is really important
in motivating and increasing satisfaction
of employees. HR department should create
small group of employees who need regularly
with a common leader and discuss their work-related
problem. The employees should have communication
in between and there should be understanding
and co-operation between the employees.
The organization has become even more culturally
different, now they are more competent to
recruit as well as retain culturally of two
different kinds. Organization‘s ability
of attracting clients is being increased.
It has certainly created new style of work
and new style of management. The structure
they have made has help more in meeting the
needs of diverse staff and clientele.
"Companies who are genuinely serious
about diversity will be far more competitive
and cutting edge than those who maintain the
status quo. And this kind of stuff must start
with the organization's leadership”said
Freeman
In
conclusion we could say that human is a capital
and if we manage work force diversity properly
then an organization could become very competitive
and it could remain very successful but it
is necessary that HR department motivate and
support its employees. It should increase
the communication between them.
Works Cited
Vicki
Clark, "Employees Drive Diversity Effort
at GE Silicones,"
Personnel Journal, May 1993, pp. 148-153.
“Diversity
management is a cultural change not just training”,
human resources management newsletter, commerce
clearing
house, part II. May 26 1993, p.12.
Keith
Davis. "Human Resources And Personnel
Management" .
Woods,
R. & King, J. (1996). Quality Leadership
and Management.
East Lansing, MI: Educational Institute of
the AH & MA.
Wayne
Cascio and Manuel G. SeRAPIO, Jr. "Human
Resources Systems
in an international Alliance: The undoing
of a Done Deal?'
Organizational Dynamics, winter 1991, pp 63-74.
Michael
C. Hyter, president and chief executive officer
of
Boston-based J. Howard & Associates
Kay
Coles James, Director, Office of Personnel
Management
Environmental Protection Agency: People Conference
2001 The
Human Capital Opportunity, November 7, 2001.
“The
Quality of an organization’s human resources
depends on the quality of its recruits. Recruitment
is the process of finding and attracting capable
applicants for employment” by Keith
Davis.
The Human Resources (HR) manager serves as
a link between management and employees. Providing
specialized services to staff members, the
department's goal is to foster positive relationships,
to increase job satisfaction, and to make
sure all customer or client needs are met.
Specific responsibilities include administration,
recruitment, company compensation and benefits,
training and development, health and safety,
and employee relations.
The HR manager should have talent to face
the challenges and constraints surrounding
the recruitment process.
The growing diversity in the workforce and
changing demographics often require recruiters
to be more proactive. Basically, day by day
globalization is increasing in all parts of
the world. Globalization means increased diversity
both at home and abroad. Globalization amplifies
the cultural diversity of an organization
and requires the members of the HR department
to become increasingly aware of cultural differences
so that other managers can be properly advised.
And this increasing globalization is giving
exposure to cultural diversity.
“Compounding this diversity are a growing
maze of international alliance among firms,
with the key determinant of their success
often being how well human resource policies
can be integrated and implemented”.
(Wayne Cascio and Manuel G. SeRAPIO. Jr, 1991).
“Research has also shown that greater
levels of creativity and innovation come from
more diverse groups of people” (Woods,
R. & King, 1996).
Cultural values and societal norms influence
diversity in the workforce.
“Changing values and laws have contributed
to greater participation rates by women in
the employment market, creating a variety
of implications for HR departments”
(Vicki Clark, 1993).
HR manager must try to anticipate the impact
of changes and act accordingly.
“The
primary response by HR department has been
to increase employee awareness of diversity
issues through training activities”.
(Diversity management is a cultural change
not just training, human resources management
newsletter, and commerce-clearing house, part
II, 1993).
"The whole idea is to build mutual respect,
and just to begin to reach out to someone
different, out of that respect, comes communication.
If there is dialogue without the foundation
of respect that just serves to drive a deeper
wedge into the relationship."
"Plain and simple, diversity is good
business," said Freeman.
"Training and development are not the
only options that keep employees loyal, but
they are considered to be an integral part
of why employees go to and stay at organizations,"
said Stacey Wagner, director of a recent study
on the issue Managing diversity is critical
for businesses to succeed in the new millennium.
Rapid changes in the population have significantly
impacted the need to incorporate strategic
diversity initiatives into all aspects of
strategic planning. Companies that gain "top-down"
commitment to diversity planning goals will
reap the significant benefits of increasing
revenue, reaching targeted markets, increasing
productivity, attracting and retaining valuable
employees, and increasing individual and team
performance.
Businesses continue to target a specific number
rather than paying real attention to the diversity
that is today's work force. "People aren't
focusing on diversity recruiting," Harrington
says. "They're focusing on representative
recruiting. They define diversity in terms
of race and gender. They don't focus on all
other different people, because they're not
obvious." says Michael C. Hyter, president
and chief executive officer of Boston-based
J. Howard & Associates
Modernized
HR departments’ help their corporate
executives determine future workforce needs
with strategic planning and competitive analysis,
providing a firm foundation and a business
case for their recruitment, retention, compensation
and employee training programs.
HR department should make policies to accommodate
work force in most effective manner.
“HR and program managers must use strategic
partnerships, working together within their
agency. They should use their workforce planning
to identify personnel needs, develop the business
case, and obtain the necessary resources so
that they can use the flexibility that they
have currently available.” (Speech by
Kay Coles James, November 7, 2001).
By the culture diversity organization may
face different problems as well as employees
face different cultural problems. Like change
in language, environment etc. But all these
problems could be solved by the support of
HR department. Their role is really important
in motivating and increasing satisfaction
of employees. HR department should create
small group of employees who meet regularly
with a common leader and discuss their work-related
problem. The employees should have communication
in between and there should be understanding
and co-operation between the employees.
The organization has become even more culturally
different, now they are more competent to
recruit as well as retain cultures of two
different kinds. Organization‘s ability
of attracting clients is being increased.
It has certainly created new style of work
and new style of management. The structure
they have made has helped more in meeting
the needs of diverse staff and clientele.
"Companies who are genuinely serious
about diversity will be far more competitive
and cutting edge than those who maintain the
status quo. And this kind of stuff must start
with the organization's leadership”said
Freeman
In
conclusion we could say that human is a capital
and if we manage work force diversity properly
then an organization could become very competitive
and it could remain very successful but it
is necessary that HR department motivate and
support its employees. It should increase
the communication between them.
References
Vicki Clark, "Employees Drive Diversity
Effort at GE Silicones," Personnel Journal,
May 1993, pp. 148-153.
“Diversity
management is a cultural change not just training”,
human resources management newsletter, commerce
clearing house, part II. May 26 1993, p.12.
Keith
Davis. "Human Resources And Personnel
Management" .
Woods,
R. & King, J. (1996). Quality Leadership
and Management. East Lansing, MI: Educational
Institute of the AH & MA.
Wayne
Cascio and Manuel G. SeRAPIO, Jr. "Human
Resources Systems in an international Alliance:
The undoing of a Done Deal?' Organizational
Dynamics, winter 1991, pp 63-74.
Michael
C. Hyter, president and chief executive
officer of Boston-based J. Howard &
Associates
Kay
Coles James, Director, Office of Personnel
Management Environmental Protection Agency:
People Conference 2001 The Human Capital
Opportunity, November 7, 2001.
http://www.freemaninstitute.com/diversityinc.htm
|
You
want an awesome grade but don’t
know how to.
Essays.
