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Human Resources for Non-Profit Organizations, 2005.
This paper discusses that non profit organizations need to redirect their efforts toward human resource management solutions because of poor recruitment, employee satisfaction and retention.
1,385 words (approx. 5.5 pages), 5 sources, APA, AU$ 67.95
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Abstract
This paper explains that some important issues, which arise in non-profit human resource management, are the inability of many non-profit organizations to pay equitable wages for equitable jobs, not paying even limited benefits and the stress of budgetary fluctuations, which causes a constant environment of downsizing fear. The author points out that the funding base associated with granting is particularly troubling because many granting institutions demand that 80-100% of resources be spent on programs, leaving little if any funding for overhead, which contrary to popular belief exists in much the same manner as it would with any business. The paper reviews the problems of the YMCA the United Way, Head Start and the Goodwill Industries.
From the Paper
"Goodwill Industries, another non-profit in the community service business, is as well known as almost any other non-profit organization. Their goal is workforce training and their answer to the difficulty in recruitment of top rated professionals has been answered by a rather controversial policy. The policy is to pay top rated professionals very large salaries to work for them. This policy is only possible because of the vast amounts of sales that Goodwill makes in its retail outlets. Many argue that the biggest problem with such policies is that it makes the organization very top heavy, where most employees, and even management level employees make minimum wage while regional directors can make in excess of 200,000 plus benefits. One example of just such a situation would seem almost abhorrent to most individuals, as the regional director for Goodwill in Oregon received a compensation package that was almost 800,000 dollars for the year 2003."
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Human Resource Management, 2005.
This paper discusses the development of Human Resource Management (HRM) including Strategic Human Resource Management (SHRM).
2,035 words (approx. 8.1 pages), 4 sources, APA, AU$ 94.95
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Abstract
This paper explains that Human Resource Management grew out of the belief that employment was not only a source of income to the employee and profit to the company, but also represented challenges and opportunities; whereby, the employee becomes part of the company as a stakeholder. The author points out that, traditionally, human resource managers were mandated to acquire, train and maintain personnel by following appropriate government rules and regulations, by implementing just and equitable policies and procedures and by maintaining harmonious labor union and employee relationships. The paper relates that Strategic HRM links HRM practices with the strategic management process and emphasizes the coordination or congruence among HRM practices: The four HRM strategic theories are the resource-based view of the firm, the behavioral-based theory, cybernetic systems and agency or transaction cost theory.
From the Paper
"The new vision on the place and value of human resources in an organization evolved from studies conducted by Elton Mayo, the Father of Human Relations and from the Hawthorne Studies between 1924 and 1932. The Hawthorne Studies re-evaluated Frederick Taylor"s behavioral assumptions, while Mayo investigated the effects of changes in the work environment on productivity. Mayo's study found that employee productivity was affected more by the level of attention shown by management on employees' behavior than their physical working condition, such as the level of lighting. This meant that the human factor was more important than the physical factor. The enlightening conclusion led to a then controversial proposition that a worker's feelings were important and to the development of human relations or HR management concept."
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Human Resource Management, 2004.
An analysis of human resource training and development programs within organizations.
813 words (approx. 3.3 pages), 2 sources, MLA, AU$ 41.95
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Abstract
This paper discusses the importance of training and development programs within human resource management. The paper examines the critical elements of a training program. The paper contends that, for a training and placement program to be effective and to enhance the overall productivity and profitability of an organization, it needs to be properly implemented and evaluated over time.
From the Paper
"There are several key aspects of an effective training and placement program. In this case the organization needs train manufacturing employees to make high-end golf clubs. To do this the training has to be specific with regard to the forms and procedures of training required to develop the specific product (Schuster, 1985). Before training can begin managers need to determine what specific job functions are needed to develop high end golf clubs. They need to analyze the specific job functions that employees will engage in and come up with a list of job tasks or functions an employee must have mastery over before they can do a particular job. This will enable them to develop specific training goals that are targeted toward specific job functions."
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Human Resources and the Business Environment, 2002.
A discussion of the changing business environment and the role of human resources in that environment.
5,122 words (approx. 20.5 pages), 16 sources, MLA, AU$ 187.95
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Abstract
This paper examines how as the business environment in which most companies operate has changed, the role of the human resource function has changed, as well. It looks at how human resource professionals used to serve as personnel specialists who worked largely outside the realm of strategic management and how they are now an integral part of the strategic focus of a company. It evaluates how human resource professionals now take a proactive role in helping companies attract and retain the highest quality workers who are able to meet the needs of the organization not only in the immediate future, but over the long term. Human resource managers are in a unique position to bring change to organizations since they are increasingly being included in senior management and since they work closely with other managers as well as lower-level employees.
Outline
Introduction
Globalization
Managing the Expatriate
Reducing Costs
Competition
Increase in Service Sector Activity
Downsizing/Re-Engineering
Changing Demographics
Strategic Planning and Human Resources
Goal-Setting
Planning
Organizing
Profit Sharing
Executive Information Systems
Delegating
Organizational Culture and Ritual
Rituals as Barriers in Organizations
Culture and Standards of Behavior
Conclusion
From the Paper
"Increasingly, organizations are including human resource professionals in the strategic planning sessions which take place at the executive level. Where once personnel specialists would react to the strategic plan by trying to find employees who could help the company achieve its goals, human resource professionals are now active participants in determining those plans. Based on their familiarity of the workforce in the local region (or in remote areas, in some cases), human resource professionals can offer guidelines as to how much a particular strategy will cost in terms of human resources, and whether the company has the right people on staff currently or whether new employees will have to be hired and trained. In some cases, retraining of current employees will take place concurrently with hiring new employees."
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Human Resources Functions, 2005.
A discussion of human resource functions in the twenty first century and beyond.
2,027 words (approx. 8.1 pages), 11 sources, APA, AU$ 94.95
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Abstract
This paper examines human resource functions by focusing on the Ford Motor Company and some of the organization's human resource related challenges. The paper also attempts to provide insights into how a new globalized business spectrum adds additional pressures to recruit, train, hire and maintain the best possible employees possible at a time when organizational demands for continued profitability and growth demand many cutbacks, plant closings and relocations.
Outline
HR Function
Importance of Measuring Human Resources
Current Strategies
Major HR Issues
Modeling
Training and Development
Conclusion
From the Paper
"Human resources have historically been seen as the most expensive aspect of any business because payroll and benefits account for more than forty percent of businesses in America and the world. This can be considered to be a large drain on any organization's bottom line. Of course, the other way of looking at the function is that it represents the true company asset - people. And, people are the real value added feature of any business because without them, no sales or manufacturing can occur."
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CEOs and Human Resources, 2004.
A research proposal regarding the relationship between CEOs and human resources in a bid to maximize production and profits.
5,950 words (approx. 23.8 pages), 13 sources, APA, AU$ 206.95
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Abstract
One of the most important and basic areas of organizational essentials is that of the relationship and compatibility between the conceptual perspectives and ideologies of the CEO and the collective platform of human resources; this is typically the most critical factor in regard to determining the productivity inherent to any particular firm. This paper presents a comprehensive research proposal, which ultimately concludes that motivation and hygiene are the most crucial components in regard to determining the degree of influence that the CEO yields over his or her staff members.
Paper Outline
Part I: Introduction, Purpose and Organization
Introduction
Thesis
The Purpose of the Study
The Scope of the Study
Limitations of the Study
General Background Information; Contemporaneous Organizational Socio- Psychology
The Voluntary Sector
The Motivation Factor
Part II: Theory
Analysis of the Methodological Characteristics of the Study
Part II: Data and Measurement
The Relevance of Two Opposing Psychological Tendencies
The Instrumentality of the Two Theories, X and Y
Employee Satisfaction and its Quantitative Standards
The Hierarchy of Needs & its Motivational Relevance
Part III: Data and Measurement
Part IV: Methods and Measurements
Part V: Results and Normative Paradigms
Part VI: Summary, Conclusions and Paradigm Overviews and Alternatives
References
From the Paper
"John J. Morse and Jay W. Lorsch, within their study, Beyond Theory Y, 2000, take into consideration the relevance of the psychologies of employees to the intrinsic rate of organizational productivity. They assertively decree the existence of a Theory Y, that upholds and lends to the worker?s naturally inherent interest in the mode of work (s) that he or she is expected to perform. The employee prefers to be self- directed and seeks responsibility. The worker is ready to solve business problems. On the other hand, there is also the acknowledgement of a Theory X, which assumes that people naturally dislike work and subsequently, that they have to be coerced, controlled and directed toward the particularly necessary organizational goals."
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Fund Raising for Non-Profit Organizations, 2002.
This paper looks closely at non-profit organizations, studying what makes an organization non-profit and how these organizations generate volunteers and raise funds.
2,113 words (approx. 8.5 pages), 8 sources, MLA, AU$ 96.95
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Abstract
The writer asserts that it is not so easy to define non-profit. Typically non-profit organizations exist to improve societal conditions or to advance a specific cause; however, non-profit organizations are significantly diverse in size, origin, finances and types of activities. The paper looks at the difficulties in attaching the title 'non-profit' to an organization.
From the Paper
"According to Frances Hesselbein, president of the Peter F. Drucker Foundation for Nonprofit Management there are 20 million non-profits worldwide, generating one trillion dollars USD in revenue annually; they change lives and build community and as such, represent a mighty force with immense capabilities. While nonprofit organizations enjoy a moral and philanthropic foundation of support based upon donors? views as to causes worthy of support from which to gather and dispense charitable resources, nonprofits do exist in a global marketplace. Only 27 percent of their revenue from private gifts, so their relationships with the business community are extensive. (Hammack and Young, 1993.)"
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Human Resources, 2002.
Looks at the benefits of outsourcing the Human Resources function within a company.
1,650 words (approx. 6.6 pages), 3 sources, AU$ 90.95
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Abstract
This paper examines the issues involved in a fictional financial institution working to decide whether they should "outsource" their Human Resources department. This paper shows that while outsourcing is highly profitable for most companies and is a growing trend in business, that there are inherent dangers within this process.
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Human Resources Dilemmas, 2006.
This paper explores human resources management through case studies.
900 words (approx. 3.6 pages), 1 source, AU$ 51.95
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Abstract
The paper shall examine three cases studies which present challenging human resources dilemmas for management. In the first of the three cases, it is a general malaise amongst sales staff which is hurting profit margins; in the second instance it is a particularly difficult employee who has obvious proficiency but a poor attitude. Finally the paper concludes by looking at a cook who is well regarded but faces possible dismissal because he has AIDS.
From the Paper
"Melissa's reservation agents have been flagging for the past several months. This unpleasant situation raises the question of what Melissa can do to investigate the root causes of poor performance among her staff. To begin with, this writer feels the best thing she can do is to engage her employees in dialogue. That is to say, ask them about how they feel about their jobs and if they have any suggestions for creating a happier and more productive work environment. If Melissa is uncertain that such discussions will lead to the truth she seeks, I would suggest that she distribute a survey or questionnaire to her reservation agents."
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Human Resources Challenges, 2006.
The cable television industry poses five challenges for the industry s human resources HR ...
2,070 words (approx. 8.3 pages), 6 sources, APA, AU$ 104.95
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Abstract
The cable television industry poses five challenges for the industry?s human resources (HR) departments: finding and keeping people commensurate with changing technology, change management, coordinating multiple industries within one company, maintaining workplace diversity, and balancing competitive pay and benefits with profits. This paper discusses these challenges and suggests strategies for coping with them, including the utilization of contingent workforces.
From the Paper
Human Resources ChallengesAbstract The cable television industry poses five challenges for the industry'shuman resources HR departments finding and keeping people commensuratewith changing technology change management coordinating multipleindustries with
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Sylvan Beach Foundation Non-Profit Organization, 2002.
This paper is on the Sylvan Beach Foundation Non-Profit Organization and its success.
900 words (approx. 3.6 pages), 3 sources, AU$ 51.95
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Abstract
It focuses on the achievements and working of a successful non-profitable organization called the Sylvan Beach Foundation, dedicated solely to helping people with developmental disabilities. This paper also concentrates on the structure, functioning, budget and activities of the foundation. It also reviews the law and ordinance under which this foundation operates.
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Controversy and the Non-Profit Organization, 2006.
An analysis of the activities of non-profit organizations and their advocacy of controversial issues.
1,866 words (approx. 7.5 pages), 14 sources, MLA, AU$ 86.95
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Abstract
This paper examines various controversial issues and the role non-profit organizations played in their advocacy. A discussion of moral obligation to help the less fortunate is presented, followed by a listing of various issues. Additionally, the role of the non-profits for bringing these issues into the forefront of contemporary awareness is debated.
Introduction
The NGO Controversy
References/Bibliography
From the Paper
"All major religions of the world implore their followers to help in reducing human suffering. The world has come a long way from the injustices of the past. Slavery, apartheid, racial discrimination would still be in practice if free and conscientious people had not taken up these causes and had not become 'mouthpiece' for the sufferers of these indignities. The racist government of South Africa had to agree to an end to apartheid due to the economic sanctions [4] against the regime. Racial discrimination in United States, the country that proclaims that all men are born equal, required Martin Luther King [5] and his black and white followers to launch a campaign against this social ill. "
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Human Resources, 2005.
This paper is a human resource analysis of XYZ Company with recommendations for improvement.
5,990 words (approx. 24.0 pages), 50 sources, APA, AU$ 207.95
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Abstract
This paper explains that XYZ Manufacturing Company, an Italian owned manufacturing company with plants in Italy, Canada and the United States, has three problems: A high employee turnover rate, constant organizational changes and cultural and diversity issues. The author points out that organizational change consists of breaking down current structures and creating new ones including new organizations, new strategies, new cultures and new methods of working. The paper recommends that, in order to stay profitable and competitive, the management of XYZ Company must be able to retain employees by adopting a critical hiring process, training their management on leadership and motivational skills, enhancing the management's relationship with their employees and receiving continuously feedback from their employees.
Table of Contents
Introduction
Background of XYZ Company
Identification of Problem Areas
Review of the Literature
Turnover
Figure: Model of the Turnover Process
Organizational Change
Figure : Model of Change Sequence of Events
Organizational Culture and Diversity
Recommendations for XYZ Company
Turnover Reduction
Proper Implementation of Organizational Change
Development of an Organizational Culture in a Diverse Company
Summary
From the Paper
"Employees are an organizations' number one asset in labor intensive industries such as manufacturing. In this type of an organization, its success is extremely dependent on its employees and their ability to produce a quality product or to provide a quality service. Organizations must be aware of employee satisfaction and employee attrition because turnover may jeopardize their objectives, and cost them hundreds of thousands of dollars. It is ironic that most organizations will spend great sums of money on purchasing equipment and maintaining it, but do little on retaining their employees. Organizations do not think twice about securing and insuring easily replaceable physical assets, but they adopt a different attitude when it comes to their real source of value: knowledge."
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Non-Profit Organizations, 2005.
This paper compares financial management in non-profit organizations and for-profit organizations.
2,905 words (approx. 11.6 pages), 11 sources, APA, AU$ 126.95
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Abstract
This page explains that non-profit organizations different from for-profit organizations in the way they manage their finances and provide their financial information to others because, rather than making a profit, they turn their money back into goods and services which help others, pay their employees and pay their operating expenses. The author points out five financial risks, which must be managed in a proactive manner by the board of directors. They are (1) the cost of lost opportunities, (2) financial crunches, (3) uncontrollable costs, (4) increased difficulty with recognizing revenues that meet forecasts and (5) the lack of a successful model for management. The paper stresses that the accounting differences between the two groups are (1) accounting for contributions, (2) capitalizing and depreciating assets, (3) functional expense classification and (4) use of both cash- and modified-cash basis accounting methods.
Table of Contents
Introduction
Literature Review
Analysis, Evaluation, and Critical Thinking
Summary, Conclusion, and Recommendations
From the Paper
"Nonprofit organizations often do not spend enough time dealing with financial issues because they are so focused on the mission that they are sworn to uphold. However, without paying attention to the financial issues as well, these organizations can run into real trouble. They need to orient themselves to the workings of their organization, financially, and they need to develop a budget that works well for all people involved and is realistic. Without a realistic budget, the organization will likely not succeed, because there will be constant struggle and upset regarding whether issues such as bills are dealt with efficiently and properly to ensure that the organization keeps running."
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Wal-Mart's Human Resources, 2008.
An argument that the workers at Wal-Mart are exploited by an inhumane business model.
1,794 words (approx. 7.2 pages), 6 sources, MLA, AU$ 83.95
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Abstract
The paper provides a comprehensive SWOT analysis of the human resource management (HRM) within the Wal-Mart company to provide evidence that HRM within Wal-Mart is inefficient and exploitative. The paper argues that it is this exploitation, as opposed to sound business management, that has led to the company's high profit margins.
Outline:
Introduction
SWOT Analysis
Wal-Mart's Organizational Structure
The Nature of Human Resource Management at Wal-Mart
From the Paper
"Wal-Mart is the biggest retailer in the world. Net sales in the fiscal year 2006 were valued at over $312 billion dollars. Net income is over $11 billion, which is five (5) times larger than the Gross Domestic Product (GDP) than 80% of the world's countries, including Israel, Ireland, and Sweden. Wal-Mart is the richest company in the world and by 2007 will likely control 35% of all food and drug sales in the United States (Dicker 34). However, we have to wonder at what cost all of this is possible, I argue that the cost is the workers at Wal-Mart who are exploited by a business model that is inhumane and not economically just."
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Sylvan Beach Foundation Non-Profit Organization, 2002.
An overview of the Sylvan Beach Foundation which helps people with developmental disabilities.
1,400 words (approx. 5.6 pages), 4 sources, AU$ 77.95
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Abstract
This paper on Sylvan Beach Foundation Non-Profit Organization focuses on the achievements and working of a successful non-profitable organization called the Sylvan Beach Foundation, dedicated solely to helping people with developmental disabilities. This paper also covers one of the branches of the Sylvan Beach Foundation called the Sylvan Beach Cafe. This paper also concentrates on the structure, functioning, budget and activities of the foundation. It also reviews the law and ordinance under which this foundation operates
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