by ensuring that workplaces are free from discrimination and harassment‚ and providing programs to assist people to overcome disadvantage (Dessler‚ 2011‚ pp. 4 ). One particular aspect of EEO that is worth exploring is sexual discrimination. Some guidelines that define sexual harassment as unwelcome sexual advances‚ like: requests for sexual favors (Dessler‚ 2011‚ pp. 4).Therefore “female” should not in the requirements of “help wanted ad” According to the National Origin Discrimination‚ we
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Cited: Dessler‚ G. (2013). Human Resource Management (13th Ed.). Saddle River‚ NJ: Prentice Hall Job listing for Residence Inn Downtown Riverview‚ Charleston‚ SC (2011). Retrieved from: http://www.indeed.com/cmp/Courtyard-by-Marriott---Matthews/jobs/Front-Desk-Clerk-624c5feacf6c3c34
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How can the organization retain repatriated employees upon their return from abroad? Organizations should value expats experience more highly per Dessler (2011) Repatriation continues to be a source of frustration to many human resource managers and the expatriates. Research found that expatriates have been especially disappointed with how their companies manage the long-range planning of their going home. During the time of the expatriate assignment‚ the home environment changes and so does the
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performance reviews are necessary‚ and that when they are conducted properly‚ persons will respond positively towards them since employees are interested in knowing how well they are performing (Studer‚ Q. 2009). However this statement was not supported by Dessler (2008)‚ as he viewed it as a difficult and grueling process in that there is nothing more cruel than telling someone who is doing a mediocre job that he or she is doing well. Performance appraisals are an indispensable part of performance measurement
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INTRODUCTION "Training is futile if the trainee lacks the ability or motivation to benefit from it." (Dessler‚ 2005‚ p. 271) The performance management approach integrates assignments‚ training‚ assessing and rewarding employees ’ efforts contributory efforts for goal achievement and influences organizational effectiveness. "Training can be an effective means of enhancing employees ’ abilities‚" and to increase emotional intelligence. (George and Jones‚ 2005‚ p. 60) Accurate assessment of employee
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references) Carrell‚ M. Kuzmits‚ F. Elbert‚ N. 1992‚ Personnel/Human Resource Management‚ Macmillan Publishing Company‚ New York. Cascio‚ W.F. 1998‚ Applied psychology and human resource management‚ 5th edn‚ Prentice Hall‚ Upper Saddle River‚ New Jersey. Dessler‚ G. 2003‚ Human resource management‚ 9th edn‚ Pearson Educational International‚ New Jersey. Leopold‚ J. Harris‚ L. & Watson‚ T. 2005‚ The Strategic Managing of Human Resources‚ Pearson Education Limited‚ London. Boxall‚ P. & Purcell‚ J. 2003‚ Strategy
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the number of employees per location. There are many responsibilities involved with human resource management. Gary Dessler (2000) explains that‚ "human resource management refers to the practice and policies you need to carry out the people or personnel aspects of your management job." Dessler lists these roles as "conducting job analyses‚ planning labor needs‚
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for achievement. The formal evaluations also give the employee a chance to see if they are meeting expectations or not. It gives them insight on what they are doing right and what can be done to continually improve within the given environment. (Dessler‚ 2008) There are various types of performance feedback that can be used by employers to help their employees understand how they are performing and what can be improved. Here are a few examples: Management By Objectives (MBO): described as‚ “Setting
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SRI SRI UNIVERSITY Faculty of Management Studies Master of Business Administration (Session: 2012-2014) MBA GENERAL Trimester – II Course Code: 1207 Course Title: Organizational Behaviour II (Organizational Tools) Academic Session: 20012-13 Instructor: Dr.Kalpana Sahoo COURSE OBJECTIVES: Effective management of Human Resources is one of the prerequisites of a successful organization‚ especially‚ in the present day context
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function‚ the health and safety practices‚ employee benefits and so on (Gary Dessler‚ 2013). The main reason several organizations are switching towards using HRIS systems is to end the old-fashioned method of paper use for HR practices (Kumar & Parumasur‚ 2013). This can increase the speed of HR functions‚ which further allows employees to focus on other tasks in the HR department. Also‚ this increases
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