Human

Human Resource Management Case Study

Introduction

Human resource is the scarcest resource an organization is striving today in the cut throat competition. With increasing complexities in the work place due to diversity, technology and business models the demands on the human resource department (HRD) have changed significantly over the years. While a couple of decades ago the department used to be perceived as cost centers and management would be happy if HRD keep on hiring people can deliver good performance. But in the dynamic environment those challenges has multifariously altered.

According to Johnson and Scholes (1997) “Organizations can successfully manage change if they able to integrate their human resource management policies and strategies with strategic change process of training, employee relations, compensations packages and other personnel department aspects.

 Just to put things in perspective the three biggest challenges all HRD are facing across corporate America today are – personnel, changing technology and increasing globalization. These three trends are not only altering the work place but also altered employee – employer relationship in the last decade. Changing technologies has fast altered the job design which makes companies keep rotating the work force, increased staffing needs and trends, and put stress on bringing more cosmopolitan work force to manage change.

Execution Plan for HR Managers

The HR department should divide the workforce mainly in two categories based on the amount of job profile and nature of work. According to Wharton Professor Benjamin Campbell when the changes in job is small then the company should look for hiring from outside while if the changes in job is not significant then it should try to develop employees from with in. (Knowledge@Wharton, 2005). The organizations should look for people in terms of their respective career p and provide them those incentives.

Some of the most important retention strategies are (Debra Kay 2000)–

Training – Even though training is always one of the best tools to increase productivity and retain employees it is even more significant for the employees working in fast changing environment mostly in administration section of the healthcare industry. The method of consumer interactions are changing fast and sometime the p for an employee with an organization is only limited to the p of a particular system the company is operating. In such a scenario employees seeking career advancements can be trained to work with new technology. Retaining present employees will have positive impact on other employees to upgrade themselves.

Career Path – As the organizations are flattening out fast due to use of greater technology, the challenge in front of HR managers is how to chart out the evaluation standards and growth plan for employees with in the organization. To solve this puzzle the organizations should chart out a clear career path for its employees and letting them know in advance what is to be done to achieve that. Goals should be clearly stated and roles should also be clearly charted out.
Personal development – More often than not the most likely people to leave the job for another organization are the one who are most marketable and above all whom the present company don’t want to loose. To overcome such situation the company should have a clear policy regarding handling employees more responsibilities and putting them into leadership position.

Cross Department experience –It will keep the employees fresh for new challenges, make them aware of the other side and improve their ability to conceptualize their role in an organization.

Bonding – As our personal life is crammed with work people only form of social interaction is at work so organization should try to foster such bonding by adventure trips and various other programs.

Conclusion

The above suggested strategies and subsequent execution plans can only be successful if they are made according to the need of the employees rather than organizational protocol. For example if the organization is having matrix structure then team work is the key and it can be achieved through bonding exercises. Out of work bonding lasts longer comparatively than working relationship.

References

Debra Kay Rosenfeld and Barbara Ritter (2000). “Making the Right Offer, Keeping the Best People.”  Rural Telecommunications; Sep/Oct2000, Vol. 19 Issue 5, p24, 5p

Johnson, G and Scholes, K (1997) Exploring Corporate Strategy, Prentice Hall, Hemel Hempstead

Knowledge@Wharton (2005). “The Hiring Dilemma for High-tech Firms: ‘Make vs. Buy'”  Knowledge@Wharton Accessed 6th August 2008. http://knowledge.wharton.upenn.edu/article.cfm?articleid=1304

The practitioner as a bureaucrat (control of labor) due to the increase growth and change of workplace activity such as: Job allocation and performance monitoring; time keeping and control of absenteeism; sick leave and holidays; pay and benefits; training and promotion; rules and regulations; procedures and forms. Part of Tarmac dream vision is to achieve the exceptional to deliver value to all its stakeholders and key element of that plan is to engage their employees to use their energy and skills to improve the business.

The professional tradition: arose as a need for a specialized body of knowledge in the areas of law, economics, administration and social sciences and the professionalism of the work involved. Within Tarmac HER Management the level of skills of specialist employees have become a central role to Tarmac growth and as a result recruiting internal and external roles have become part of the process that enable the organization to meet its employee’s objectives. According to

Fisher et al Human Resource Management involves all management decisions and practices that directly affect or influence the people or human resource, who work for the organization. HARM is a series of activities which include; four key policy goals that and Practices must reflect in the management of people and it systems such as investment in high quality employees. High commitment and flexibility is associated with management practices such as demodulating, empowerment, involvement and the creation of strong cultural values with a Unitarian approach to employee relations.

The diagram below illustrates the comparisons between the two contexts. Old assumptions ( Personnel Management) New assumptions (HARM) Reactive, piecemeal, interventions in response to specific problems Proactive, system- wide interventions, with emphasis on fit, linking HARM with strategic planning and cultural change People are a variable cost People are social capital, capable of development Self-interest dominates, conflict between stakeholders (pluralist perspective) Co- incidence of interest between stakeholders can be developed (unitary perspective) Seeks power advantages for bargaining and confrontation

Seeks power equalization for trust and collaboration Control of information flow to enhance efficiency, power Open channels of communication to build trust, commitment Relationship orientation Goal orientation Control from the top Participation and informed choice 1. 2 assess the functions of the human resource management in contributing to organizational purposes According to the case study, Tarmac Human Resource Management is a strategic process that involved planning for the future with the right skills and knowledge that enables the business to meet its objectives and compete more effectively.

In order for the HARM function to be effective there must be good teamwork, and co-operation and consultation between line managers and HER Manager. Top management should agree on clear terms of reference within a framework of personnel policies. Therefore the effective management of people involved a partnership between managers and HER Specialists, and as a result the HARM Function can be seen as operating at two levels: the organizational level and the departmental level.

The organizational level: The HER manager would be concerned mainly with aspects of procedures that affect he organizational activities such as human resource planning, procedures for recruitment and selection, induction and training, consultation with trade unions or staff representatives, employee development, compliance with the law relating to employment, maintaining records and statistics and liaison with outside bodies such as ACS,employers organization, government agencies, the criminal records bureau, training organization and professional associations.

Departmental level: Line managers would be more concerned with the operational aspects of HER activities within their own departments such as organization of work and allocation of raining, communication of information and grievances from staff. In order to assess the functions of HARM the four CSS model was developed by researchers as a means to investigate the effectiveness of HARM. Commitment – Employees’ identification with the organization loyalty and personal motivation in their work. Competence – Employees’ skills and abilities, training needs and potential for performance improvement and career development.

Congruence – harmonistic of the goals, values and efforts of management and employees. Cost-effectiveness – efficiency where HARM objectives are met and benefits obtained at the lowest input cost. The models mention above can be evaluated or measured using the following criteria: Performance based criteria – profitability, productivity, error reduction, compliance are easily measured and compared. Effective personnel management – long term measurably impact on improved business performance. Subjective criteria – quality of working life, employee motivation, team spirit,openness to change, Job satisfaction, quality of employee relations.

The diagram below illustrates the function of HARM and its environmental influences. (De Cozen et al 1994) HARM Functions and environmental influences. Evaluate the role and responsibilities of line managers in human resource management The roles/responsibilities of line managers in human resource practices Laurie Mulling pointed out that line managers have both the right and duty to be concerned with the effective operation of their own department, including the management and well- being of their staff.

According to Allege (1989) an effective HARM for line managers is to create competitive advantage in implementing HER policies in showing leadership by involving staff and responding to their suggestions, and in controlling quality, impinging and absence makes a real difference to implementations.

Line managers responsible for activities such as: Selection of department/team members: such as Interviewing and selection Discipline and grievance handling – informal conflict resolution,counseling,initial stages of disciplinary action such as complaints investigation, interviews Absent management – monitoring time keeping and absenteeism, record keeping Performance management – agreeing performance criteria and targets, monitoring performance and giving feedback, identifying learning needs and opportunities, instructing coaching, counseling and mentoring, employee appraisal reporting and interviewing, motivation.

Employee relations – immediate employee communication both upward and downward, managing team participation and involvement, reinforcing cultural values through management styles. 1. 4 analyses the impact of the legal and regulatory framework on human resource management. At Tarmac human resource needs are constantly changing with distinctive product portfolio which means it needs to have a more diverse workforce to support its operations. The operational structure of Tarmac is divided into areas Tarmac I-J and Tarmac International; therefore the legislative framework ill play a major part in Tarmac hardcore HER management policies.

These include: SEX Discrimination Act 1995/97(amended in 1996) – The Act covers on the ground of sex, marital status, maternity or pregnancy. There are three types of discrimination Direct discrimination, indirect discrimination, factorization. There may be permissible international operations where legal restrictions particularly Jobs likely to involve work outside the I-J, where laws or custom(United Arab Emirates) are such that the duties could not effectively performed by a woman.

Race Relations Act 1992 – Amended (1996 and 2000) outlaws certain types of coordination on the grounds of color, race, nationality, or ethnic or national origin. The equal opportunities commission and commission for racial equality have powers to investigate alleged breach of the Acts. Serve a non-discrimination notice on employers found guilty of contraventions Follow-up the investigation until satisfied Equal Pay Act 1970 – The equal pay act 1970 was the first major attempt to tackle sexual discrimination of employment between men and women.

Sexual harassment (code of conduct) compliance with EX. code of conduct is only voluntary and there is no specific law against sexual harassment in Europe. Work and Families Act 2006 – provide parental rights, Maternity leave, Requirements to notify intention Parental leave, Right to return under the Employment Act 2002 Employment equality regulations Act 2003 – The act came into force on 2 December 2003 outlawing discrimination on the basis of: Religious belief Sexual orientation Disability Discrimination Acts 1995 and 2005 – The disability discrimination act 1995 came into force in December 1996.

The act contains provisions for disabled access to services, transport facilities and education and training opportunities. The disability eight commission was established to ensure that employers and disabled people are informed of their respective rights and duties. Data Protection Act 1984 and 1998 – First piece of legislation to come into force that addressed fear that information about individuals stored on computer files and processed could be misused, inaccurate or misleading.

National Minimum Wage Act 1998

The Act was introduced 1999 covering all I-J Regions and all sectors of the economy. Agriculture remains outside the scope of the legislation. The economic, social and regional impact of NNW includes: Women and part-time workers benefit from the NNW Labor costs increase Reducing in wage inequality (equalization of pay) Increase prices and the degree of competition in the markets in which it operate.

LO 2 understand how to recruit employees At Tarmac like most other businesses human resources needs are constantly changing and as a result workforce planning involves a continual review of human assets and the business organizational structure. Most of Tarmac employee have been a man in a hat which depends heavily on high skill workers in a variety of settings including; sales, customer service and marketing and as well as IT, finance and procurement. A successful planning leads to better chance of success, it also helps organizations cope with changes and it requires managers to define the organization’s objectives.

CUPID definition of HARP as a systematic and continuing process of analyzing an organization’s human resource needs under changing conditions and developing personnel policies appropriate to the longer-term budgeting procedures since human resource costs and forecasts both affect and are affected by longer-term corporate plans. Organization wishing to maximize its human resources planning must focus on three areas of primary concern to management: Needs forecasting: Improved planning and control over staffing and organizational requirements.

Performance Management: Improving the performance of individuals, teams and the organization as a whole.

Career Management: Activities to select, assign, develop and otherwise manage individual careers in an organization.

Outline HARP purposes Armstrong (2003) To attract and retain the number of people required with the skills, expertise and competencies required To anticipate potential surpluses or shortfalls this will need to be adjusted.

To develop a well-trained and flexible workforce this will support organizational adaptation to external to external changes and demands. To reduce dependence on external recruitment to meet key skills shortages (by formulating retention and development strategies). To improve the utilization of people (most notably by developing flexible working systems). 2. 2 outline the stages involved in planning human resource requirements There are three stages to human resource planning process: Stage 1 : assessing what demand the organization will have foe people and skills as its business plans are auctioned.

Stage 2: forecasting based on analysis of internal and external trends and conditions. Stage 3: assessing the gap between demand and supply to forecast the extent to which additional skills and knowledge will have to be acquired. 2. 3 compare the recruitment and selection process in two organizations (Tarmac) The starting point of the workforce planning process is to identify employment needs for the future and the processes include attraction, recruitment and selection. Tarmac need to manage these processes effectively in order to ensure it gets high quality candidates for the posts.

Recruitment is a costly process and so it uses a structured approach to ensure that the right candidate is selected. The difference between recruitment and selection is that recruitment is about attracting suitable candidates whereas selection is the process of filtering the applicant pool to find the find the best candidates. The diagram below illustrates the recruitment and selection process of Tarmac in comparison to SAD. TARMAC recruitment Identification of recruitment needs Set Job description and person specification Advertisements – trade Journals such as construction weekly or personnel today

Short-list based on application received Selection tools used for graduates include: Competence questions, group exercise, delivery presentation, psychometric testing and interview. SAD Recruitment Sad promotes career opportunities on its dedicated careers website such as Linked, Reemploy, to access the widest range of potential recruits when advertising job vacancies. Applications are registered through Sad’s online recruitment system, Sad’s HER team then shortlist appropriate candidates for interview or an assessment Centre.

Two documents are vital here: a Job description and a personal specification. These inform applicants and help managers select the candidates that best match the requirements for the position. Part of the attraction comes from offering competitive salaries and benefits such as its Shares scheme and colleague discounts. Selection The assessment Centre known as either ‘Sad Reality or ‘Sad Magic’ provides an opportunity for candidates to demonstrate their strengths which align to Sad’s culture, beliefs and way of working. 2. Evaluate the effectiveness of the recruitment and selection techniques in two organizations To evaluate the process of recruitment and selection techniques for he two organizations mention above according to Concoct who suggests that auditing the recruitment process can occur at four levels. Performance indicators should be used for each stage of the process. Data can be collected about actual performance and compared with standards of remedial actions such as extra staff for recruitment section if turn – around time are not met.

Cost-effectiveness of various methods used should be measured for example advertisement channels may be too costly for the number of responses it generates. Monitoring the make – up of the work force and the impact on its new recruits is essential as part of an equal opportunities policy where curtained groups are under-represented for example women, disabled people or ethnic minorities. Attitude survey among staff that have been recruited to find out whether they were satisfied with the various stages of their recruitment and selection.

Benchmarking is comparing the organization systems with known examples of good practice used in other organization. ALL Understand how to reward employees in order to motivate and retain them Tarmac ensures that employees are motivated though: Clear and understandable objectives and targets, Being helped to improve and acquire the skills, qualifications and training to do heir Jobs effectively ; Being recognized for their performance and rewarded accordingly. 3. 1 assess the link between motivational theory and reward behavior is influence by others.

Reward: Britton ; Gold, 2003) refers to all the monetary, on-monetary and psychological payments that an organization provides for its employees is exchange for the work they perform. The link between motivational theories and reward is solely depend on the link between the two major theories that is content and process theories. Content theories assumption that human beings have an innate package of motives which they pursue which is a set of needs or sired outcomes and will act in such a way to fulfilled them.

Measles need hierarchy theory and Herrings two factor theory are the two most important theory of this type. Process theories explore the process through which outcomes become desirable and are pursued by individuals. This approach assumes that people are able to select their goals and choose their path towards them. Expectancy theory is a major approach of this type. The link between the two concepts recognized that a reward system offering a mix of both extrinsic and intrinsic rewards which is likely to be the most effective way of motivating employees.

Needs theory according to Measles Hierarchy of Needs recognized that people can be motivated at work by rewards which offer satisfaction of their higher order of needs. Such as esteem, competence, achievement, independence, confidence and reflection in the perception of others: recognition, appreciation, status, respect and self-actualization (challenge, personal development, fulfillment. The diagram above illustrates the different types of motivation theories that represent the different reward systems that is most likely motivate people at work. . 2 evaluate the process of Job evaluation and other factors determining pay Job evaluation: is the process of analyzing and assessing the content, worth or size of Jobs within an organization, in order to rank and group them as a basis for an equitable remuneration system. Pay as a motivator: according to Herbert can be viewed as a factor that offers the satisfaction of many various needs which is most important in the hygiene factors.

Process of Job evaluation Steps select compensable factors Step 2 gather data on Jobs Step 3 evaluate Jobs Step 4 assign specific pay values to the Job Factors determining pay Market rate of pay- vary with demand and supply Individual performance Legal provisions on pay 3. 3 assess the effectiveness of reward systems in different contexts A reward system is a mix of extrinsic and intrinsic rewards provided by the employer. It also consists of the integrated policies, processes, practices and administrative procedures for implementing the system within the framework of human resources strategy and the total organizational system. Britton; Gold, 2003). The diagram below illustrate by examples of reward systems. Salary system: is a structure which provides internal system: will include basic rate, overtime premium rates for employees who work unusual or socially disruptive hours or shift patterns as a form of compensatory pay. Performance pay system: should fulfill targets and standards of performance required to earn the rewards must be clear,formula use to calculate rewards should easily understood and must relate to performance indicators by which people have control or influence through their own behavior and decisions.

Payment by results: is based on work study techniques, determining output per hour/day. Performance related pay relates to monetary bonuses, the rates of extent of pay progression to the reference of individuals, which can be assess according to criteria. 3. 4 examine the methods organizations use to monitor employee performance At Tarmac each individual has a personal development plan which enabled employees to identify the skills and knowledge they want to develop in order to improve their capability and efficiency.

Employee performance can be monitored using the following methods: Appraisal – the process whereby an individual’s performance is reviewed against previously agreed goals, and where new goals are agreed which will develop the individual and improve performance over the forthcoming review period. Feedback – giving feedback on performance is a key leadership skill. Such as compliments and praise is Just as hard as negative feedback. The purpose of giving feedback is to help people learn by increasing their awareness of what they do, how they do it and the impact on other people.

There are two main type of feedback: motivational and development feedback. Performance indicators – Key Performance Indicators are quantifiable measurements, agreed to beforehand, that reflect the critical success factors of an organization. They will differ depending on the organization goals, mission statement and objectives. Goal theory – according to Locke (1968) goal theory proposes that both motivation and performance will be high if individuals are set specific goals which are challenging, but accepted and where feedback is given on performance.

Goal setting is now a popular technique in organization. Locke (1981) identified four ways in which goals influence behavior: Direct attention Mobiles effort Encourage persistence Facilitate strategy development LO 4 know the mechanisms for the cessation of employment At Tarmac human resource needs are consistently changing in responsive to its market place. Sometimes individuals leave the organization to take up other posts.

Some retired due to the growing problem of the I-J ageing population, new technologies removing some roles and replace new ones and change in economic climate may result in lesser demand for its product which forces the decision for redundancies. 4. 1 identify the reasons for cessation of employment with an organization Dismissal – to terminate the employment contract. Retirement – there are two basic approaches to retirement policy Flexible retirement – stated retirement age is a minimum age at which the contract can be ended for retirement purposes. Fixed retirement – enforced at stated age. Ruination of contract – contract of employment can be terminated in the following ways: By performance, mutual agreement, Notice, Breach of contract, Frustration Redundancy – defined by the employment rights act 1996 as dismissal: by reason that the employer has ceased or intention to cease to carry on the business for the purposes of which the employee was employed. 4. 2 describe the employment exit procedures used by two organizations Termination of employment contracts – HER role in managing the termination of employment contracts, looking at the legislative and managerial frameworks that influence policy in this area.

Exit rights and procedures Retirement policies and age limits on posts will have to be clearly communicated Decisions regarding particular cases discussed confidentially and tactfully with the individual concerned written confirmation of the decision to retire an employee should be tactful, with expressions of regret and appreciation as appropriate. Whatever is done should be done carefully, the way organization treats its retiring workers sends powerful messages to its other employees and the labor market.

Resignation – employees may resign for any reasons, personal or occupational. These may be a reflection on the structure, management style, and culture or personnel policies of the organization. Exit rights and procedures Notice is given of an intended departure Attempts must be made for the employee to stay if unsuccessful and exit interview will have to be arranged. Period of notice for employee to leave should be set in the contract of employment, unless otherwise negotiated where an employee wishes to take up employment immediately.

The statutory notice period employment right act 1996 is one week. Details of the departure have to be notified to the wages clerk, ensign fund officer, social security officer so that appropriate paperwork and other procedures can be completed by date of leaving. The organization may have a departure checklist to ensure that all procedures are completed. The departmental head or supervisor should complete a leaving report form. Overall assessment of the employee’s performance in the organization. This can be used to provide references to future employers.

The new millennium has brought rapid changes in the environment, posing a number of challenges in the practice of human resource management. Chiavenato (2001) enumerated several of these challenges in his article. The arrival of the information age, globalization of markets, “adhocratization” of organizational structure (i. e., changing the organization structure into integrated network of teams characterized by autonomy and flexibility), democratic leadership that instigates employee collaboration and commitment, multitasking of responsibilities, doing part-time over full-time work, and the shift to intellectual capital as the most important organizational resource are some of the current trends that have caused the practice of human resource management to evolve (Chiavenato, 2001).

To combat these challenges, Chiavenato (2001) describes several fundamental advances that have changed the practice of human resource management (HRM), one of which includes incorporating a new philosophy of action which emphasizes on “managing people” not as a company’s assets, but as human beings. A networked HRM is also starting to emerge and replace the functional organization by conducting internal consultation with managers in performing human resource-related tasks. Organizations are also beginning to incorporate HRM in strategic planning and development of objectives by highlighting the need for employee education and commitment.

HRM of organizations are undergoing a process of restructuring to downsize it to its core activities. This may involve flattening the organizational structure and decentralizing of decision making. HRM is also influences the organization to nurture a participative and democratic organizational culture characterized by direct and open communication and teamwork. Company policies are also being changed to make it more flexible to serve the needs of the employees and adjust to their individual differences. Offshoring, brought about by globalization, is one of the major trends which receive much attention from human resource managers.

The term “generally refers to an organization’s purchase of goods or services from abroad that were previously produced domestically” (GAO, 2006). Offshoring was made possible by specific features of globalization such as the opening of China to the global market, the drastic fall of telecommunication costs, and the emergence of low-wage educated workers in Asia and Eastern Europe. Huge corporations such as Nike and Mattel started to offshore their manufacturing operations decades ago which influenced other companies to follow suit. This is not surprising as offshoring offers global optimization of organizational resources.

The cheaper cost of labor enabled organizations to save up to more than 50 percent of the services offshored (Tyagi et al. , 2003). Consequently, offshoring allows organizations to achieve profit maximization (Pagach et al. , 2004). To cite an example, large companies such as American Express and AOL Time-Warner migrated their customer service operations in India and the Philippines, causing them to save millions of dollars annually (Tyagi et al. , 2003). While offshoring enables companies to cut down costs and maximize their profits, it puts their reputation at risk.

This recent trend has caught the attention of Americans who perceive them negatively. It has caused employees to generate fear of losing their jobs. It also gave rise to protests and demonstrations all over the U. S. which attack the image of companies that offshore all or parts of their operations. These companies may become targets of negative advertisements, boycotts, and other forms of protest when the general opinion shifts to severe opposition to offshoring. If this becomes a reality, other organizations may discontinue their business relationship with companies that outsource their operations and/or jobs to foreign lands.

As a consequence, their reputations may be negatively affected and their strategic position may be threatened (Beasley et al. , 2004). In summary, the evolving environment has brought about trends that pose several challenges that the whole organization need to face, especially the human resource managers who are required to deal with them. Some of these challenges include the emergence of the information age, globalization of markets, and “adhocratization” of organizational structure. Fundamental advances in human resource management are being adopted by organizations to combat these challenges.

Examples of these include “managing people” not as a company’s assets, but as human beings, establishing a networked HRM that allows internal consultation with managers in performing human resource-related tasks, and nurturing a participative and democratic organizational culture characterized by direct and open communication and teamwork. Globalization brought about offshoring, a trend which has recently become the focus of human resource managers. Offshoring enables companies to globally optimize resources of organizations by reducing costs and maximizing their profit.

However, it may become a threat to the organization’s reputation. Some of the citizens are starting to perceive offshoring in a negative way as they nurture fear of losing their jobs. If the public opinion becomes extremely opposed to offshoring, it may become detrimental to the strategic position of companies that engage in outsourcing jobs and/ operations in low-wage countries.

References

Beasley, M. et al. (2004). Outsourcing? At your own risk. Strategic Finance, 86 (1), 23-29. Chiavenato, I. (2001). Advances and challenges in human resource management in the new millennium. Public Personnel Management, 30(1),17-25. GAO. (January 1, 2006). Offshoring of services: an overview of the issues. General Accounting Office Reports and Testimony. Retrieved November 26, 2007 from http://www. allbusiness. com/human-resources/workforce-management-hiring-consulting/862188-1. html Tyagi, S. et al. (2003). Leaping into offshore services: what directors must know. Directorship. Retrieved November 26, 2007 from http://www. inductis. com/who_we_are/articleandwhitepaper/Directorship_article_2. html

Len effectively calmed her down by offering the restaurant to pay for her dry cleaning. He demonstrated effective leadership skills and confidence, by facing an angry customer and preventing get the restaurant Into a lawsuit. In the above situation, Len was an effective leader, but other two circumstances clearly need some development. Gus, the salad chef showed up to work drunk. Olsen told him that it was against company rules and got him a taxi home at company expense. It was a violation of company policy and in case Gus drove to work, the law.

There are a lot of things that may be going on around Gus, like the negative changes in Gus’ life that cause him to show up to work drunk. Len solved a problem temporary by sending salad chef home, but he definitely should approach him next time when he is sober at work. Olsen should ask him questions what made him to show up to work drunk. He should explain to Gus that such behavior Is not tolerated, and next time If he will come to work In the drunken state he will be fired. Additionally, if he sees that he drove to work drunk, he will also call the police.

Another situation with Annie, a server who called off because of her sick dog, showed his poor leadership skills that need to Improve. Furthermore, Annie was also clear that for her dog was much more important than her job. I think that there are a few solutions that Len could put into action. Len should let her know that next time if she has plans to call off, she should first try to find somebody to cover her shift, or call her friend or family member to help her out with her dog.

The missed shift could also be deducted from Nannies vacation days, or she could make up a missed day at work for another day. Olsen should tell her that her actions let him and other stuff members down, and they need her experience, this would make her feel self-worth. He also should ask her what he could do to make her Job more valuable to her. Len should let her know that they do enjoy her working In the restaurant, but they don’t want her to do these things again. Len should be strict about the rules, and make sure that people take his words seriously. . What else can the restaurant chain do to help Olsen and others in the leadership As it was mentioned in the text, all candidates before becoming leaders were required to work as a bartender or server for at least a year. The purpose of this requirement was to give a candidate for a management position a direct experience in dealing with different kinds of customers. It also made the candidates feel and see what is it like to “walk in server or bartender’s shoes”, and what do they have to go through on daily basis.

Instead of making a candidate right away an assistant anger after a year mark, the cooperate should provide the candidates at least two training sessions before and after this one year period mark, so it could build up the candidate’s confidence and skills. The restaurant chain should create some kind of workshops and seminars for new manager personal. They could exchange their experiences and learn from more knowledgeable leaders that have been in the field for years. The company could also create some kind of blob/formal channel where leaders could communicate.

The good idea would be also “leadership development orgasm” that require people to go outdoors; the purpose of these is help to build teamwork and build self-confidence. During training, a “shadowing period” is a great help for future leaders to improve the skills and gain experience from managers who worked in the business for a while. The candidates “shadow’ the leader and get the knowledge on how the restaurant runs on daily basis, it also a good opportunity to ask questions. Len has a lot to learn, and I believe that with encouragement, after some period of time and taking examples from “veterans” he will become a very effective leader.

The visibility of a product or service is enabled using the internet technologies and primarily the websites. The design and look and feel are the prime aspects which make sure that all the various objectives are accomplished to a large length. The focussed features of a website make sure that all the aims are quite distinguishable for making an impact. A critical appraisal of Tesco and Asda website was conducted providing a benchmark for our client. The sites key characteristics were identified; it was found many were inter-related.

Design for instance demonstrably fitted context of use, considered crucial to online success. It was found usability is an important concept, successfully related to navigation, content and layout. This is identified in the body of the report and in the Heuristic Evaluation, observation, questionnaires and Cognitive Walkthrough.

The foremost criteria for taking up this effort are to find out the best possible distinguishable feature among them. Faulkner (1997) mentions that quite a lot of intractability and comfortableness can be achieved if one can locate the items they are searching for quite distinguishably. The maximum benefits can be derived from the investigation of the following aspects:

• System appeal
• Usability
• Learn ability
• Acceptability
• Efficiency

The evaluation of the various criteria’s laid above the following evaluation techniques would be taken into understanding for the exact catering of the scenarios and the very derivation of the correct methodology and techniques for making the right impact. Plaisant (2005) and Horton (2005) claims that various use of methods make sure that all the penetrations are evolved quite well and must be there for the derivation of various attitudes. The following are the various methodologies that are accounted for serving the various interests:

1. Heuristic evaluation: This method as informal in nature as the usability analysis would rest in the hands of evaluators at the interface design only. (Nielsen & Molich, 1990). The various rules used are often not at the knowledge of the evaluators and the decision is often clouded with prejudices and biasness. One can briefly go through every heuristic so that everyone is familiar with them.
2. Observation: This method of data collection is quite realistic in the sense that it is observed as to how one feels and takes the system features. The very actions and behavior are noted and the data analyses are done with respect to various usability and functionality. The various disadvantages are the influence of the observer on the user as she may temp to act in a fair manner to accomplish something which would have been done differently.
3. Questionnaires: This method of data collection would make sure that all the various options which are exposed to the users are already known to the evaluator which makes the game more justifiable. They are best at capturing the right answer to make future predictions and conclusions. The primary advantage is the catering of the similar questions to all the users so that a benchmark is maintained for fetching the right answers. The demerit of this method is the various alignments of self aims with the questionnaire pattern that requires to be dealt personally and not professionally.
4. Cognitive walk-through: It is a group activity which involves one or a group of tasks which are performed by a set of evaluators to inspect the tasks and evaluate its understanding. The primary merit is the peer reviewing and group activity to reduce any discrepancies in approach. The exploration of the various features is done at will.

It’s definitely time and effort depletion in approach. Hobbs and Moore (1998) mention that the involvement of various evaluation techniques and selecting the best one depends on a large amount of practice in situations and practice. Our team would develop a set of guidelines by Tahir and Nielson (2005) for fetching the right standards for developing the websites and to make the right effort for setting up things. The rule book for heuristic evaluation is taken into account and made sure that all the various rules are judged and evaluated to its strictest sense for fetching the right approach to evaluate both the websites.

Heuristic Evaluation

Applying Nielsen’s Ten Usability Heuristic’s to Tesco. com Heuristic – Visibility of system status. Tesco keep users informed of their location on the site. It is its biggest advantage. However the breadcrumbs are quite little in number. Figure 3: navigation location Heuristic – Match between system and real world. Tesco speaks the user’s language “Basket” is simple and commonly used term you would expect from the user. Tesco use shopping technology for example shopping carts and checkouts act as reminders of physical conventions.

It has been proven this technology will tap into users pre-existing habits, which are to purchase more in a location they are comfortable. “Users want simplicity and consistency” (Lynch and Horton, 2002. ) Tesco use tab based navigation. According to (Nielsen, 1999) “horizontal tabs across the top of the screen, show bad design and an abuse of the tab metaphor” this should be avoided. Figure 4: Basket options Heuristic – User control and freedom The Tesco logo offers users an option to return to the homepage. Breadcrumbs or the back button will provide an option to return in their path.

Hyperlinks follow standard HTML conventions; they are blue and underlined providing clarity to the user. Links are self-describing and adhere to the heuristic guideline speak the users language. Tesco maximize information scent with category/genre links that adequately describe content. Tesco’s search box is an excellent navigational tool for experienced users searching by titles or artists.

The back button provides user control and freedom whilst their logo is consistently displayed allowing return to the homepage. Heuristic – Error prevention Tesco provides users with the most popular matches to the users search. This is a constructive solution designed to improve usability. Tesco makes assumptions for user errors. Spelling errors in search fields provide the most popular matches, suggesting a constructive solution. Such careful design helps users recognize, diagnose and recover from errors. Heuristic – Recognition rather than recall

Tesco has an animated demo and help section to guide users on the site. An A9 search is designed to remember information for users. Heuristic – Flexibility & Efficiency of use Tesco’s site loading speed is very efficient as graphics are kept simple. Heuristic – Aesthetic and minimalist design Information is kept relevant to users needs. Tesco further avoids chunking information which will prevent good usability. Heuristic – Help users recognize, diagnose, and recover from errors Tesco use plain language “Suggestions? ” and “where is my order?

” to simplify an error made by the user and offer a suggested solution to them. Tesco positions their website as a virtual store. It strengthens this association with visual symbols such as “shopping carts” and instructions to “proceed to check-out” which are reminders of physical store environments, “providing familiarity to customers. ” (Weick, 1995. ) These would be approved by Nielsen (1999) as they provide a “Match between system and the real world. ” Tesco avoids technical language and speaks user language, as recommended by Nielsen (1999). Figure 6: errors Heuristic – Help and documentation

As mentioned Tesco provides a help section and an animated demo which is available to all users as frequently as they require it. The site map feature makes sure that all the various features of the sites are locatable. The name “help pages” make sure that all the FAQs are found there.

Cognitive Walkthrough

In this test we will attempt to search for Homepage Usability: 50 Websites Deconstructed by Jakob Nielsen & Marie Tahir. User: The user will most likely be a student requiring the book to help them in their studies or for those users generally interested in Internet Technology.

We are concerned with the quickest approach to find the book from entering Tesco’s homepage. Tesco offers three approaches to find this book. They are tab based navigation, text hyperlinks in the browse box and a search engine. Action sequence: Option 1 -tab navigation: Place cursor over “click here all 7 available”, double click on “books” link, double click “Computers and Internet” in the left hand browse box, double click web development hyperlink, double click website design, book is displayed in recommended list. The breadcrumbs for this search were:

You are in: Books Home Page > Food & Drink (6,183 items) Option 2 – It was found that the text hyperlinks followed the same stages as the tab navigation. This was a time consuming process. Option 3 – Search engine: The search engine was the most efficient method. The user simply has to type the author names in the search box e. g. Nielsen & Tahir and the product is displayed. Alternatively the user can input the title of the book which will yield the same results. Figure 8: search results Interface: Tesco displays breadcrumbs, page titles and graphics so that the user is aware of their location within the site.

The most efficient method to find this book was to use the search box provided. We believe more experienced users will take advantage of this method. The animated demo for new users shows the different search methods available. We suspect many users will recognize that this is the best action to take if they wish to progress efficiently on the site. Applying Nielsen’s Ten Usability Heuristic’s to Asda. com Heuristic – Visibility of system status. Asda keep users informed of their location on the site through the use of page titles and breadcrumbs.

Feedback is efficient if an error is made by a user and popular alternatives are provided. The following is the related screenshot: Figure 9: Breadcrumbs Heuristic – Match between system and real world. Asda speaks the users language “How to order? ” is simple and commonly used term you would expect from the user. Asda use shopping technology for example shopping carts and checkouts act as reminders of physical conventions. It has been proven this technology will tap into users pre-existing habits, which are to purchase more in a location they are comfortable.

Heuristic – User control and freedom The Asda logo offers users an option to return to the homepage. Breadcrumbs or the back button will provide an option to return in their path. Heuristic – Consistency & Standards Hyperlinks are consistently displayed to the left of the screen and layout complies with standard HTML conventions. Heuristic – Error prevention Asda provides users with the most popular matches to the users search. This is a constructive solution designed to improve usability. Heuristic – Recognition rather than recall Asda has an animated demo and help section to guide users on the site.

An A9 search is designed to remember information for users. Heuristic – Flexibility & Efficiency of use Asda’s site loading speed is very efficient as graphics are kept simple. Heuristic – Aesthetic and minimalist design Information is kept relevant to users needs. Asda further avoids chunking information which will prevent good usability. Heuristic – Help users recognize, diagnose, and recover from errors Asda use plain language “Sorry no results found” to simplify an error made by the user and offer a suggested solution to them. Heuristic – Help and documentation

As mentioned Asda provides a help section and an animated demo which is available to all users as frequently as they require it.  The following are the various attributes for this method: User: The user will most likely be a student requiring the book to help them in their studies or for those users generally interested in Internet Technology. Tasks: We are concerned with the quickest approach to find the book from entering Asda’s homepage. Asda offers three approaches to find this book. They are tab based navigation, text hyperlinks in the browse box and a search engine.

Action sequence: Option 1 -tab navigation: Place cursor over Tab labeled “see all 31 product categories”, double click on “books” link, double click “Computers and Internet” in the left hand browse box, double click web development hyperlink, double click website design, book is displayed in recommended list. The breadcrumbs for this search were: Figure 12: Asda breadcrumbs Figure 13: Search option Option 2 – It was found that the text hyperlinks followed the same stages as the tab navigation. This was a time consuming process. Option 3 – Search engine: The search engine was the most efficient method.

The user simply has to type the author names in the search box e. g. Nielsen & Tahir and the product is displayed. Alternatively the user can input the title of the book which will yield the same results. Misspelling the authors name will still reveal a constructive solution: e. g. typing nielseen will show: Figure 14: search for “neelson” Interface: Asda displays breadcrumbs, page titles and graphics so that the user is aware of their location within the site.

The El Nino/Southern Oscillation is a natural fluctuation in the Earth ‘s clime. The fluctuations associated with the El Nino/Southern Oscillation may be used as a theoretical account for future clime alteration and its attendant wellness effects.

It is no premise that anthropogenetic clime alteration is happening and the environmental wellness effects associated with it are traveling to be one of the greatest challenges of our clip. As our apprehension of anthropogenetic clime alteration increases it is every bit of import to hold a basic apprehension of natural fluctuations in the Earth ‘s clime. Furthermore, a better cognition of those countries that experience extremes associated with the El Nino/Southern Oscillation ( ENSO ) may clarify some of the future impacts of planetary clime alteration. The focal point of this literature reappraisal is an scrutiny of the natural fluctuations associated with the ENSO and its impacts on human wellness globally.

I reviewed major findings from publications, thesiss, and internet media sing clime alteration, ENSO, and public wellness. My aim was to reexamine articles that clarify the planetary effects of natural fluctuations in clime, specifically ENSO and wellness by integrating the undermentioned inquiries:

What is the El Nino/Southern Oscillation?

What are the wellness effects of three chosen illustrations of environmental alterations ( catastrophes ) associated with ENSO.

I have designed my research and reappraisal to follow an Earth scientific discipline position on planetary alteration, adapted from a publication by the Johns Hopkins university imperativeness ( Aaron and Patz 2001 ) .

WHAT is the El Nino/Southern Oscillation?

Get downing with the empirical literature on Earth scientific discipline and public wellness, I foremost reviewed the work of Aaron and Patz ( 2001 ) . The work is a digest of research related to the subject of ecosystem alteration and human wellness. The chapter by Fisher ( 2001, 233-250 ) was peculiarly enlightening and descriptive. It provided a good starting point in understanding what ENSO is. This chapter provided a reasonably comprehensive yet apprehensible account on the “ forces ” behind ENSO, peculiarly the Earth ‘s energy rhythm. Although this publication is clear, it did n’t further a solid reading of the ENSO anomalousness. I attributed this ambiguity to the fact that the range of this book is much broader than the focal point on natural clime variableness.

In seeking to associate proposed and observed wellness effects to the ENSO it is critical to hold a reasonably comprehensive apprehension of what it is. For this intent, I reviewed publications by the National Oceanic and Atmospheric Administration ( NOAA ) , the Intergovernmental Panel on Climate Change ( IPCC ) , and the United Nations Food and Agriculture Organization ( FAO ) . The publication by NOAA was presented in an apprehensible yet simplistic format. A part of their web site a page is dedicated to the ENSO, but it does non provided a clear account of what it is. Further research into the NOAA web site led me to the National Weather Service ( NWS ) “ Climate Prediction Center ” , where they have a measure by measure tutorial of ENSO and clime variableness. I performed a qualitative comparing of all ENSO specific literature from the IPCC, NOAA, NWS, and FAO. The four studies had the same basic information, while the IPCC was by far the most comprehensive. The literature reappraisal for this part must be limited to merely a qualitative analysis because the forces behind ENSO are immensely interrelated and complex. A full synthesis of this information is good beyond the range of the paper. The most of import facet of my comparing is specifically related to assorted definitions of ENSO.

EL NINO DEFINED

I decided to add this subdivision due to the ambiguity I encountered sing the scientific discipline behind ENSO. As my research progressed it became clear that this ambiguity was non due to a deficiency of information, but due to a general consensus that the factors doing ENSO are extremely legion and interconnected. In consequence, a quantitative definition of ENSO can non be exactly developed. Furthermore, what constitutes a quantitative ENSO in one portion of the universe is different in other parts, hence any quantitative definition of ENSO would hold to be location specific ( Ternberth 1997 ) . In my comparing of the above literature, the definitions of ENSO were all qualitative and similar. For this ground I sought specific literature sing the definition of ENSO. The most formal definition that encompasses the battalion of utilizations is as follows:

El Nino ‘el ne – ‘ nyo – noun [ Spanish ] 1:

The Christ Child 2: the name given by Peruvian crewmans to a seasonal, warm southward-moving current along the Peruvian seashore & lt ;

la corriente del Nino & gt ; 3: name given to the occasional return of remarkably warm H2O in the usually cold H2O

part along the Peruvian seashore, interrupting local fish and bird populations 4: name given to a Pacific basin-wide addition in both sea surface temperatures in the cardinal and/or eastern equatorial Pacific Ocean and in sea degree atmospheric force per unit area in the western

Pacific ( Southern Oscillation ) 5: used interchangeably with ENSO ( El Nino-Southern Oscillation ) which describes the basin broad alterations in air-sea interaction in the equatorial

Pacific part 6: ENSO warm event equivalent word warm event opposite word La Nina [ Spanish ] the immature miss ; cold event ; ENSO cold event ; non-El Nino twelvemonth ; anti-El Nino or anti-ENSO ( dyslogistic ) ; El Viejo ‘el vya- Ho – noun [ Spanish ] the old adult male.

( Glantz 1996 )

El Nino related diasters and health effects

Harmonizing to Kovats ( 1996 ) , “ The consequence of El Nino on catastrophes is strong plenty to be evident at a planetary degree. In an mean El Nino twelvemonth, around 35 per 1000 people are affected by a natural disaster-more than four times that in non-El Nino old ages, based on 1963-93 informations ” ( 1483 ) . The wellness impacts of natural catastrophes are both immediate and long lasting ( Haines, et Al. 2006 ) . In order to derive a better apprehension of the specific wellness impacts of ENSO catastrophes I reviewed literature based on the two major conditions events associated with ENSO, heavy rainfall and drouth. I farther separated these events into three degrees of badness:

1 ) Drought ;

2 ) increased rainfall ;

3 ) Deluging.

In add-on, I want to synthesise this information to give an overview of the planetary effects of ENSO from developing to developed states.

Drought

ENSO as defined above is an addition in sea surface temperature in normally cool H2O in the eastern Pacific Ocean. During a terrible ENSO the warm H2O that remains suspended in the western Pacific travels east, therefore diminishing rainfall in the West Pacific and increasing it in the eastern Pacific. This alteration alters the rainfall patterns across the Earth. Harmonizing to Haines et Al. ( 2006 ) , the figure of people worldwide affected by drouth is influenced strongly by the ENSO rhythm. Droughts have a broad consequence on wellness runing from nutrition to forest fires doing air pollution, peculiarly in low-income states. Haines et al. raise of import inquiries on the construct of exposure and unexpected wellness results.

Vulnerability has been discussed in literature as a cardinal construct for understanding how populations adapt to climate alteration and variableness ( Mertz, et al 2009 ; Moran, et Al. 2006 ; Patz and Kovats 2002 ; Solomon, et Al. 2007 ) . It is widely accepted that the most vulnerable populations to climate alteration and fluctuation occupy the low income developing states. This has a great trade to make with the fact that many dwellers of developing states rely to a great extent on subsistence agribusiness.

Furthermore, with drought one would anticipate malnutrition but there can be many other unanticipated wellness effects. As a specific illustration I refer to Moran et Al. ( 2006 ) and the survey of ENSO related drouth in Amazonia. This paper provides a good description of the exposures of developing states to drought and its unexpected wellness results. Moran et Al. depict this relationship by associating increased forest fires due to ENSO and swidden agribusiness with inauspicious respiratory wellness effects caused by fume and particulate affair.

The most ENSO drought prone countries include: Sub-saharan and southeasterly Africa, northern Australia, Indonesia, Papua New Guinea, western Pacific Island Nations, and north-east Brazil. Most of these countries lay within developing states of the southern hemisphere, which are besides the most vulnerable to these conditions extremes.

Increased rain

Although the most vulnerable groups to climate alteration and fluctuation are the developing states, this does n’t intend that effects are limited to these geographic countries. ENSO has really of import wellness effects around the Earth. Literature sing increased rainfall and increased incidence of hanta virus pneumonic syndrome ( HPS ) in the sou’-west United States serves as an illustration of ENSO wellness effects in developed states. Harmonizing to the Centers for Disease Control ( 2004 ) , during an ENSO event increased rainfall across the southern parts of the United States every bit good as parts of Central/South America creates an improved gnawer home ground, the major vector of HPS. The literature by the CDC is web-based and although it has been updated in is in direct relation to the 1998-99 ENSO event. In a thesis by Conley ( 2006 ) , an in-depth survey of HPS in the sou’-west United States is conducted.

Conely ( 2006 ) describes the increased incidence of HPS in the southwest U.S. with endorsing from the trophic cascade hypothesis. The southwesterly cervid mouse is the primary vector for HPS in worlds. During an ENSO event the sum of flora is increased due to increased rainfall. In consequence, the population denseness of cervid mice is increased and so is HPS. As the ENSO warm event passages into a cold event ( La Nina ) , rainfall lessenings in the southwest U.S. and these rodent populations begin looking for nutriment in human homes. The increased contact between septic gnawers and worlds increases the incidence of HPS.

Other literature ( Kovats 1999 ; Patz and Kovats 2002 ; Haines 2006 ; Parmesan and Martens, 2009 ) describes farther instances of ENSO and increased infective disease incidence as a consequence of increased rainfall. Further surveies have found positive correlativities between ENSO and malaria, rift vale disease, cholera, and others.

Deluging

Implosion therapy is the most common natural catastrophe in both development and developed states ( Ahern, et al 2005 ) . For this part of the paper I reviewed epidemiologic grounds of inundation related wellness impacts and ENSO events. On a planetary graduated table, ENSO is non associated with hazard of flood-related catastrophes because inundations are really localised ( Kovats 1999 ) . However, the increased rainfall associated with ENSO has specific effects on the water partings of many states

throughout the universe. Harmonizing to Patz and Kovats ( 2002 ) ENSO frequently increases the hazard of implosion therapy of rivers. Besides:

“ Immediate effects are mostly decease from submerging and hurts caused by being swept against difficult objects. Medium term effects include additions in catching diseases caused by consumption of contaminated H2O ( for illustration, cholera or hepatitis A ) and contact with inundation Waterss ( for illustration, swamp fever ) . ” ( pg. 1096 )

In inundation conditions, there is a greater possible for increased transmittal of disease, particularly in countries where the population does non hold entree to clean H2O and sanitation ( Ahern, et Al. 2005 ) .

Direct illustrations of increased disease transmittal as a consequence of ENSO related implosion therapy is seen in Brazil where hazard factors for swamp fever included implosion therapy of unfastened cloacas and streets. Furthermore, the 1982 El Nino event caused extended implosion therapy in several states in Latin America and fostered crisp additions in malaria ( Ahern, et al 2005 ) .

Decision

This reappraisal provided a brief expression at the ENSO anomalousness and its effects on human wellness. ENSO increases the hazard of drouths and inundations across the Earth. In add-on, there is strong epidemiologic grounds that supports an association of these events and the transmittal of certain diseases. These associations and the affects p the Earth, but the most vulnerable populations are those in the underdeveloped states. The literature reviewed nem con agreed that ( in the short term ) there is a drastic demand to supply information and tools that let these populations to fix for such conditions anomalousnesss. Particularly in countries where ENSO can faithfully be associated with regional or local clime fluctuations such as drouths and inundations ( Kovats, et Al. 1999 ; Moran, et Al. 2006 ; Haines, et Al. 2006 ) .

Furthermore, long term guesss in the literature agree as clime continues to increase there is a high likeliness that ENSO conditions anomalousnesss will beef up in badness, continuance, and frequence ( Ashok and Yamagata 2009 ) . An accurate apprehension of this will supply a greater ability for all to restrict exposure to climatic fluctuations and make new schemes for wellness contrivers to cut down disease hazard.

How can companies make sure they do not discriminate against women as the workforce becomes more diverse? Offer full scholarships to female employees for campus or online colleges while still maintaining their position In the company with a chance of promotion once the required course Is completed. Compare pay to performance (male or female) and make diversity a part of that performance. Conduct discrimination policy training. Seeing as women only can become pregnant, they should not be forced Into leave If hey can still do the work.

They should be entitled to the same sick pay or dillydally that any other employee (male or female) would be paid for any other medical absence. How does each of the four labor trends affect HARM? A) Aging of the labor force Older workers may present seem challenges related to costs of health care and other benefits. Chronic health problems and age-related disabilities need to be considered. HER professionals will be challenged by the need for multi-generational workers to successfully function as a team. Different generations often hold opposing attitudes awards work and life.

If not managed properly, these differences could result in ineffective performance in the workplace. B) diversity of the labor force The diversity of the U. S. Labor force challenges employers to create HARM practices that ensure they fully utilize the talents, skills, and valves of all the employees. As a result, organizations cannot afford to ignore or discount that potential contributions of women and minorities. HARM must communicate with employees who are from different cultures and speak different languages. A comfortable work environment just be made.

There should not be any racial tension or discrimination. C) Skill deficiencies of the workforce affect HARM in that more companies are looking for computer and tech skills. Today’s employees must be able to handle a variety of responsibilities, interact with customers, and think creatively. A college degree Is a requirement for Jobs today. HARM sometimes has to team up with colleges to teach certain skills. HARM is challenged to find qualities and skills In candidates that are sometimes hard to find. There are more skills needed by companies than employees eave to offer.