Legal Compliance - 995 Words

Legal Compliance: â€Å"Xerox† By Kenneth Edwards Dr. Ed HRM530 October 30, 2011 Introduction The purpose of this assignment is to discuss the strategies that Xerox should implement to achieve legal compliance in the hiring process as it relates to the acquisition on feminine human resources. Additionally, discrimination in the workplace will be evaluated and discussed. Discuss how human resource professionals can ensure that top organizational leaders encourage managers and employees to follow laws and guidelines. Often Human Resources (HR) wants only to educate. By providing corporate leadership with a working knowledge of how to abiding by the federal laws will only cause them to understand what they†¦show more content†¦The Civil Rights Act of 1964 has helped in the transition to bring it to a state of equilibrium. However this created a significant amount of hostility in the workplace. The friends of the white males who were passed over for position began to despise the minority or woman who was hired. The little things that could legally be done in retaliation were done. The weapons used to discourage the instigators of change were things like additional work forcing the new employee to work nights and weekends or being looked over for public praise. Over time, the petty knee jerk reactions began to dissipate. However the distain for the invaders had not gone away it has only changed it outward appearance. The use of education verses experience has created a legal loophole allowing companies to hire who they want and reject other qualified employee who simply have not been given the opportunity to prove themselves. In an effort to dissolve public perceptions of discrimination â€Å"token† employees have been hired and put in positions of high visibility. As long as the person conforms to the public image which has been ingrained on the USA’s public psyche as being the correct way of being, they are kept on. If they step out of line they, publicly disgraced and removed. On an individual basis, white men over the last 15 year have been given an unfair disadvantage. However looking at it from a macro view, white men are stillShow MoreRelatedLegal Compliance: Xerox1027 Words   |  4 PagesLegal Compliance: Xerox 1. Discuss how human resource professionals can ensure that top organizational leaders encourage managers and employees to follow laws and guidelines. Human resources professional can ensure that top organizational leaders support managers and employees are following laws and guidelines by educating new employees and providing reoccurring training for all managers. It is essential that senior organizational leaders know and comprehend the laws and repercussions toRead MoreAccounting Framework And Legal Compliance2587 Words   |  11 PagesContents 1 EXECUTIVE SUMMARY 2 1. INTRODUCTION - OVERVIEW - ACCOR SA 3 1.1 ACCOUNTING FRAMEWORK AND LEGAL COMPLIANCE TO EU LAWS 3 2. ANALYSIS BASED ON KEY RATIO 4 3. MANAGEMENT PERFORMANCE 5 3.1 GEARING 7 3.2 LIQUIDITY 8 4. CASH FLOW ANALYSIS 9 5. CONCLUSION 10 REFERENCES 12 APPENDICES 13 TABLE 1: PROFITABILITY RATIO 13 TABLE 2: ASSET MANAGEMENT RATIO 13 TABLE 3: LIQUIDITY RATIO 14 TABLE 4: SOLVENCY RATIO 15 TABLE 5: CASH FLOW 16 TABLE 6: CASH FLOW 17 APPENDIX 7: ACCOR PESTEL ANALYSIS 18 APPENDIXRead MoreLegal, Regulations, Compliance And Investigations1466 Words   |  6 PagesLegal, Regulations, Compliance and Investigations Abstract Not just must data security experts be gifted in numerous zones of security execution, yet they should likewise be arranged to help organizations in conveying wrongdoers to equity. To do this, security masters must be educated on laws relating to protection, common and criminal movement. Legal, Regulations, Investigations and Compliance elements how the issues of researching PC criminal acts, the part of criminology, sorts of proof and howRead MoreLegal Compliance Plan for Riordan Enterprise Management2451 Words   |  10 PagesLegal Compliance Plan for Riordan Introduction The enterprise resource management is a concept that encompasses all the facets of the business and must therefore be made an absolute part of the system. Today all companies are subject to market risks, and also to legal risks. This plan is set out to cover the legal liabilities and risks and the management of legal issues with regard to the enterprise management of Riordan. Primarily the company deals with plastics for example which is having heavyRead MoreWal-Mart Legal Compliance and Job Analysis1569 Words   |  7 PagesRunning head: WAL-MART Legal Compliance and Job Analysis Paper Wal-Mart Legal Compliance and Job Analysis BUS530- Human Resource Management [ July 17, 2011 ] The Title VII lawsuit by the Equal Employment Opportunity Commission (EEOC) was a justified result of sexual harassment and mismanagement by Wal-Mart. Wal-Mart could have taken several steps within Human Resource (HR) policy to help deal with this incident, prevent further incidents, and ensure the defendant was properly employedRead MoreAn Information Security Metrics Program : Compliance With Legal Requirements1422 Words   |  6 PagesThere are three primary goals for an information security metrics program: compliance with legal requirements; reduce risk by adding new or improving existing capabilities; improve efficiency or reduce cost. In order to achieve any of these goals it is extremely important to gather the appropriate data and formulate useful metrics. The need for useful security metrics cannot be overstated, but there can be confusion about what a metric is, and difficulty determining what a useful metric is. As aRead MoreWeek 3 Team Paper Legal Compliance Pape1117 W ords   |  5 Pagesï » ¿ Legal Compliance Paper HRM/420 Human Resources Risk Management Germaine Luciano, David Oropeza, Jason Siggers, James McChristian, Esther Alatorre October 27, 2014 Audrey Myer Legal Compliance Paper In order for a business to succeed, management needs to identify and comply with the laws and regulations in their area. Management needs to keep in mind that laws vary from state to state. Additionally, as laws are constantly changing, management needs to regularlyRead MoreNon Compliance : The Legal Obligations May Have An Impact On The Business1367 Words   |  6 PagesNon-compliance to the legal obligations may have an impact on the business. There are several strategies that are implemented by governments to ensure compliance. These include infringement notices, prosecutions, revoking, suspending or cancelling authorisations (including closing the business) and/ or removal of equipment (Safe Work Australia, 2011). 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Ethics is important not only in business but in all aspects of life because it is the vital part and the foundation on which the society is build. A business/society that lacks ethical principles is bound to fail sooner or later. While many businesses have codes of ethics, the words written in a formal code are valuable only if their intent is reflected in the actions of the people who represent the organization. A business cannot be

Workplace and Patient Safety - 1387 Words

Hospital Workplace and Patient safety: The first interventions for positive outcome Outline of the Article I. Backgound II. Objective III. Errors due to fatigue of nursing personnel IV. Healthcare Associated Infections V. Personal Protective equipments VI. Hand Hygiene VII. Transitions of care and Patient Handoffs VIII. Conclusion IX. References Hospital Workplace and Patient safety: The first interventions for positive outcome Background Safety of any workplace is very important in†¦show more content†¦Fatigue can also be prevented by employing relaxation techniques in care settings. There should also be proper screening techniques to understand the level of fatigue of particular nursing personnel on a particular day and if needed she should be deployed in less critical units to avoid chances of errors. This is because critical care patents often lack suitable coping strategies to combat the errors that jeopardize their safety. Healthcare Associated Infections Healthcare Associated Infections not only impacts the patients who are admitted but also the care providers who are deployed for providing care. The major healthcare associated infections are nosocomial infections and transmission diseases like hepatitis A and B. Nosocomial infections are hospital acquired infections and are mainly caused by gram negative organisms and methicilin resistant staphylococcus. These are opportunistic pathogens and whenever a patient is febrile or having a decreased immune function, these pathogens cause super infections that leads to increased morbidity and mortality in patients. These pathogens may also infect health care providers who have a compromised nutritional and immunological status and such individuals are readily attacked by these pathogens. 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Journal of Scientific Management and Development

Question: Discuss about the Journal of Scientific Management and Development. Answer: Introduction Strategic human resource planning is a function considered to be a necessary component of the strategic human resource management. It is a tool that connects the HR to the strategic organization of the company more so in the case of large businesses and mid companies. Strategic human resource planning helps these firms to achieve their objectives through issuing guidance in the resource management. This paper will be discussing the importance of human resource allocation in the face of successful completion of projects by considering the associated political influences. The primary objective of the paper is to highlight the ways which the extensive and significant technical projects can be managed by a company into a successful completion. Other critical areas of discussion include the significance of the human resource in the successful conclusion of a project by giving insight on the key aspects of the human resource management. While considering the political forces, it is importa nt to note that the shifts in the opinion of the locals to transform in the government politics can significantly affect the functions and operations involving human resource planning as these will be influencing the financial patterns of the project including the tax rates imposed on the project. Effective Strategic HR Planning Strategic human resource allocation has been defined as the process involving the development and the implementation of the policies of the human resource and practices that are aimed at developing competencies of the employees and the desired behaviors by the company in the attainment of the strategic objectives (Karimkhani, Jahangirfard, Amani, 2017). Human resource planning can, on the other hand, be defined as the organization and the utilization of the human resources in an organization in the best desirable manner and number to facilitate the performance of the normal activities in the face of achieving the goals and objectives of the organization in a smooth manner. In the case, the future requirements of the employees are determined. For the case of strategic human resource management, it is seen to be associated with the strategies of the business in a more direct manner, and it requires planning for the plans to be achieved. The Ansoff matrix can be used by the human resou rce to develop and formulate strategies to deal with the challenges in the global market. The pattern is considered the best tool that a firm can use to be able to attain a competitive strength (Huda, Anika Khaled, 2014). For the event of market penetration, the business will be aiming at increasing the products sales in the current market without the effect of becoming a part of the market. A company makes the decision to put out part of its customers and choose other alternatives including the new expenses on the promotion of the goods and enhancing the quality of the products. The development strategy of the market is where the company can fetch new customers for the product that are already in the market. In the case, the business decides to get new clients in the existing market through the process of discovering new a section of the new market. The aim of the product development strategy is to sell the products in the current markets by offering more advanced goods than the ones who were being sold in the market before (Swanson Droege, 2016). The development of the products can be in the contexts of the good making use of the production capacities as well as the integration of new and advanced technologies in the development process (Su Yang, 2015). The business can also use the strategies to keep the reputation of the greatest innovator in the market. In the contexts of diversification, the company engages in activities to try and produce new commodities in the market. The development of a strategy is a critical process in a business organization, and the human resource management has had connections to the HR planning to be able to come up with the best plans for the business group. These strategies are to be designed in a way that they will create a competitive advantage that will assist the company in attaining a desirable market share. Other tools that could be used by the human resource in selecting an aggressive approach include porters five forces and the SWOT analysis. These tools can assist a company in seeing the gaps in the business and help in making decisions that will give the business a competitive strength in the market (Kellermanns et al. 2016). HR planning and project management The handling of the key human resource management projects is usually a challenge especially in the cases where external forces are influencing the decision-making process surrounding the project. The complex projects will need the human resource management to come up with strategic links together with the human resource planning to be able to implement a project to its completion successfully and to make sure the operations are efficient. In the case of the disruption of the rail at Queensland, it is a reflection of a project that never incorporated any strategic human resource planning. In any project, there is always a need for a strategic planning by the human resource where the manager will ensure that the project has been allocated enough resources that will allow enhancing its successful completion and functioning (Rosolen, Maclennan, 2016). The lack of enough train drivers at the rail at Queensland is a reflection of a project where there was no adequate planning at the time of the project development process, through to its implementation and launching. The project lacked a subsequent human resource allocation that would have allowed every process and program in the project was functioning correctly and efficiently. However, the case of the distribution of the human resource at the rail project at Queensland could have been affected by the political force as evident in the issues concerning the distribution of funds for the project. The project was undergoing critical financial problems that needed to be addressed, but the human resource was not able to get the practical assistance from the respective departments. Instead, the government had a lot of focus on the timetable that was to get the train operational and the responsible agency for the rail management had no alternative. The case saw a project that would have turned out to be effective and efficient if the government, a political entity, in this case, took note of the request by the project managers and issue funds to support the resource allocation before planning the timetable for the travel (Lujn, 2017). The failure of the rail project, in this case, can be attributed to the political influences that acted quickly to make decisions rather than focusing on the necessities needed to make the project a success. The drivers would have been hired if the administration had enough human resource who in this case are the drivers to manage to work within the schedules as was planned by the government. However, the evidence implies that the human resource needs to work together with the strategic human resource planning in the work to be active and efficient. But, it is also evident that the external forces can be barriers to the effectiveness of the two functional units of the human resource (Swanson Droege, 2016). The political barriers can easily and severely affect the human resource allocation in the definition of the taxes that businesses and organizations are liable to pay. The latter can be done by the inaction of strict laws in the case of market entries in the state as well as in the allocation of resources by the government to the public and the private entities. The interference by the political entities can significantly affect the success of the projects even in the cases of the where the human resources are actively working with the strategic human resource planning. Business and projects in the case Queensland would have been sufficient if the agencies responsible for the decision-making processes would not have interfered with the managerial planning of the project by the assigned managers. Queensland Rail experienced financial barriers that affected the resource allocation. The decisions to allocate funds were impacted by the government in the choice to focus on the timetable t o see the rails moving around and never cared if the project had enough resources (Lioukas, Reuer, Zollo, 2016). The Resource-Based View (RBV) of the Firm The resource-based view is a shift in perceptions towards the human resource management where a lot of focus is on the internal resources of a company and not in the analysis of the performances looking at the external entities. The proponents of the RBV have done a lot in assisting in the understanding of the conditions that the human resource turns out to be limited, more valuable and extremely hard to copy. The people advocating for the RBV argues that it is a manipulation of the resources of a firm that are responsible for the unique structure of the organization and the sustainable competitive advantage. The different works by these advocates have resulted in many interests in the resource-based view more so in the sense of identifying ways to construct and develop unique performances. Literature has it that many corporations emphasize on competing in the modern meaning that there needs to be too much devotion to the presentation of the past and no enough to create the future (K aufman, 2015). In the process of focusing on the internal aspects of the business, the cases of the human resource practices are the fundamental elements to having a competitive value. The latter has been attributed to the fact that the issues have a lot more focused on the capabilities powerful than the competitors. When the business is undergoing a merger or acquisition, views have it that the resource-based becomes more important. The failures associated with the merger and the acquisitions are never attributed to the planning point but at the stage where the implementation setbacks are traced to the employees. At the point, the human resources are considered and declared an essential for the success of the merger and acquisition. Considering the views regarding the RBV, strategic human resource management acknowledges the vulnerability of the human capital to an organization. The primary responsibility of a human resource in making sure the company meets all its expectations and in the construction of a better competitive advantage is defined by various factors. Among these elements includes the ability to integrate and implement as well as mutually reinforcing the resource systems ensuring there are desirable talents. Another aspect is when based on the recruitment where the human capital is usually developed and appreciated through rewards. The human capital is also often managed to attain their full potential. The notion of the horizontal integration or achievement of congruence between different policies of the Human resource and the activities of the human resource is developed better in the approached focused on strategic human resource management (Antohi, Moraru, Ghita-Mitrescu Duhnea, 2016). Conclusion Strategic human resource planning helps these firms to achieve their objectives through issuing guidance in the resource management. Strategic human resource allocation has been defined as the process involving the development and the implementation of the policies of the human resource and practices that are aimed at developing competencies of the employees and the desired behaviors by the company in the attainment of the strategic objectives. The Ansoff matrix can be used by the human resource to develop and formulate strategies to deal with the challenges in the global market. The pattern is considered the best tool that a firm can use to be able to attain a competitive strength. Other tools that could be used by the human resource in selecting an aggressive approach include porters five forces and the SWOT analysis. The handling of the key human resource management projects is usually a challenge especially in the cases where external forces are influencing the decision-making pr ocess surrounding the project. The interference by the political entities can significantly affect the success of the projects even in the cases of the where the human resources are actively working with the strategic human resource planning. References Antohi, I, Moraru, A, Ghita-Mitrescu, S, Duhnea, C 2016, 'The Strategic Approach To Human Resources Management Practices In Romanian Companies - An Empirical Study', Annals Of The University Of Oradea, Economic Science Series, 25, 2, pp. 480-487, Business Source Complete, EBSCOhost, viewed 27 March 2017. Huda, K, Anika, T, Khaled, M 2014, 'Strategic Human Resource Development Practices: An Empirical Study of Steel Manufacturing Industries of Bangladesh', International Management Review, 10, 2, pp. 24-31, Business Source Complete, EBSCOhost, viewed 27 March 2017. Kaufman, BE 2015, 'The RBV theory foundation of strategic HRM: critical flaws, problems for research and practice, and an alternative economics paradigm', Human Resource Management Journal, 25, 4, pp. 516-540, Business Source Complete, EBSCOhost, viewed 27 March 2017. Karimkhani, M, Jahangirfard, M, Amani, V 2017, 'Examining the Impact of Effective Internal Organizational Factors on Human Resource Planning - A Case Study in Halco Co', International Journal Of Scientific Management Development, 5, 2, pp. 57-63, Business Source Complete, EBSCOhost, viewed 27 March 2017 Kellermanns, F, Walter, J, Crook, T, Kemmerer, B, Narayanan, V 2016, 'The Resource-Based View in Entrepreneurship: A Content-Analytical Comparison of Researchers' and Entrepreneurs' Views', Journal Of Small Business Management, 54, 1, pp. 26-48, Business Source Complete, EBSCOhost, viewed 27 March 2017. Lujn Salazar, LA 2017, 'The Resource-Based View and the Concept of Value The Role of Emergence in Value Creation', Mercados Y Negocios, 3, 35, pp. 27-45, Business Source Complete, EBSCOhost, viewed 27 March 2017. Lioukas, C, Reuer, J, Zollo, M 2016, 'Effects of Information Technology Capabilities on Strategic Alliances: Implications for the Resource-Based View', Journal Of Management Studies, 53, 2, pp. 161-183, Business Source Complete, EBSCOhost, viewed 27 March 2017. Rosolen, T, Ferranty Maclennan, M 2016, 'Strategic human resource management and corporate social responsibility: Evidence from Emerging Markets', Internext: Revista Electrnica De Negcios Internacionais Da ESPM, 11, 2, pp. 66-80, Business Source Complete, EBSCOhost, viewed 27 March 2017. Su, C, Yang, T 2015, 'Hoshin Kanri planning process in human resource management: recruitment in a high-tech firm', Total Quality Management Business Excellence, 26, 1/2, pp. 140-156, Business Source Complete, EBSCOhost, viewed 27 March 2017. Swanson, B, Droege, S 2016, 'Teaching Note: Applying The Resourcebased View Of The Firm To Qingdao, China', Journal Of The International Academy For Case Studies, 22, 2, pp. 110-121, Business Source Complete, EBSCOhost, viewed 27 March 2017. Swanson, B, Droege, S 2016, 'Applying The Resource-Based View Of The Firm To Qingdao, China', Journal Of The International Academy For Case Studies, 22, 1, pp. 112-123, Business Source Complete, EBSCOhost, viewed 27 March 2017.