Professional Documents
Culture Documents
The human resource department aims to provide effective policies, procedures, and people
friendly guidelines and support within companies. Additionally, the human resource function
serves to make sure that the company mission, vision, values, or guiding principles, and other
factors that keep the company on the right track toward success.
The reasons that Alice gave that should be considered in deciding whether to start human
resource departments are:
The human resource paperwork interferes with my time to line up new accounts.
We should not chase two rabbits at the same time. In the end, we might not catch any.
Alice should focus on one job. Having two jobs is physically, emotionally, and
psychologically tiring. By the time comes, she will realize that her output is not as good
as before. By the time comes, she will realize that she should have focused on one job.
By the time comeswait! She should start a human resource department. This will be
able to fix her problem in doing paperwork. She can have someone do policies,
development, safety measures and others.
Ive never had any training in human resource work, and I fear I might be unknowing
breaking laws.-ACCEPTED
Alice is ignorant of laws. Who knows, one employee might sue her for something she
was doing but she never thought that it was illegal. Lets give it to the human resource
department to do the resource work.
These are the only two reasons we can point out that should not be considered in creating a
human resource department.
Without a human resource department, there is no one to whom I can delegate these
thankless tasks.-REJECTED
If you were the president of Calgary Importers Ltd., and were asked to resolve this
dispute. Whose agreement would you agree with? Why?
If I were to resolve such issue between the disputes of the two vice presidents, I think that
Rob Crusz, has a more logical thought about the subject. I think that within a company,
each and one of us has its own function and we are separated and put on our respective
field to function more effectively. In a company there are different kinds of departments
(finance, salary, etc.) and each and one of them has different functions from the other
including human resource department. In which case, if you let all the managers of
different fields decide on human resource issue, this would just turn into chaos.
Moreover, I believe that division of labor is a factor in achieving success in a company.
With this, departments should let each other function on its own but not totally since they
should interact and communicate with one another as well. But the point Im trying to
make is to let them have an autonomous decision on matters concerning their own
department.
Can you suggest a compromise that would allow kine managers to make these decisions
consistently?
I think that in solving such dilemma, they should agree that each department has their
own function hence they should function differently. If the human resource department
has no right in making decisions in the finance department, wont it just seem fair for the
latter to be treated just the same? The point of the matter is that, chaos starts when one
department intervenes with issue that doesnt concern them. On another hand, human
resource decisions does concern
establishing a human resource department, to focus and manage all issues regarding
human resources. The bottom line is that, each and every department has their own field
of expertise and a power of autonomous decision, these managers should just respect this
and focus more on the department in which that are put in.
Eight hours of paid off to volunteer at a nonprofit agency of the employees choice,
including their church or childs school. This is addresses by this career exploration stage
becauseit gives time for employees to see more of what they can do. They are able to work
outside of their company with their choice job. This helps them achieve satisfaction while on the
job.
ESTABLISHMENT STAGE
This is the main stage in the career of a person. At the start of the stage, some people have found
their suitable jobs and these helped them have long and settled standings in their career lines.
Finding the suitable job is being accepted by your peers, learning the job and gaining the first
tangible evidence or failure in the real world. As usual, people pursue their original career
choices, but there are still many people considering that this stage is only a trial period to
continually test their skills and incentives for advancement in career. The stage begins with
anxieties and uncertainties. They may have a series of seemingly unrelated job because they
havent seen their place or attempted to establish one. This stage sometimes requires many
mistakes, learning from those mistakes and assuming increased responsibilities.
No meeting Fridays to allow employees to catch up on work, get organized, and decompress.
This program addresses the establishment stage because it gives space for an employee to pick
himself up after a series of working days. It gives them time to think whether the job is really for
them, what will they do about it and think about the consequences of their action or inaction.
MID-CAREER STAGE
During this period, people often compare what they have tried to pursue, the difficulties in career
they have, what they have to sacrifice, the loss they have endured to follow their career path as
well as their career ambitions with the achievements they have got in career such as position,
salary and so on. Here, individuals may continue their prior improvements in performance, level
off, or begin to deteriorate. Although one can remain productive at work, after faced with major
challenges in this stage, the pattern ceases to be clear as it was for exploration and establishment.
Some reach their goals early and even go to greater heights. Continued growth and high
performance are not only the successful outcomes at this stage. Maintenance and holding onto
what they have is another outcome in this stage.
Leadership Development programs to employees over fifty. This program also addresses this
career stage because employees that are old enough in the organization might be seen to have a
leader status by their young employees. They have the respect of the young ones and they should
not abuse it. They can be given leadership development program so they wont try to abuse their
power brought by old age and time spent in the organization.
DECLINE STAGE
The decline or late stage in ones career is difficult for just about everyone, but ironically is
probably hardest on those who have had continued successes in the earlier stages. After decades
of continued achievements and high levels of performance, the time has come for retirement.
These individuals step out of the limelight and relinquish a major component of their identity.
For those who have seen their performance decline over the years, it may be a pleasant time; the
frustrations associated with work are left behind. For the plateaued, it is probably an easier
transition to other life activities.
Happy Returns a partnership with Manpower, a temp staffing company that allows
retirees to work part-time while retaining retirement benefits. This is addressed by this stage
of career exploration because retired employees are the focus. This program will help the retirees
feel that they are not totally left out in the organization.
In todays highly competitive employment market, employee retention has become an integral
part in most of the organizations across all industries. The term Employee Retention has
gained momentum in the last decade. Many organizations today employ various processes and
measures to retain employees so as to encourage employees to stay in the organization for a
longer period.
Companies today are well aware of the fact that there are plenty of opportunities available for the
talented people. Companies are always in search of such people and would ensure to take
necessary steps to hire and retain them. The principal is increasing employee retention because
she feels that their employees are talented and keeping them in the company is a n asset. She
does not want to experience the effect of having turnovers because recruiting and hiring costs
more than paying the employees and giving them benefits. That is why, we think that she is very
keen in addressing the needs of her employees through various programs that specifically tackle
a stage of career exploration. This helps their employee feel satisfied in their current
organization. They wont search for options and the company wont lose them.
company he works in. he was able to develop his skills as a person and acquire his
desired competency to perform to achieve the objectives and goals set by him.
TABANAR, Bea
QUIRAO, Roevel
TELLO, Thapten