April 20 Agenda
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Update on final essays
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APA style
Submission procedures
Course review
Course evaluations
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Final essays
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External sources
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At least three for each essay
Only requirement for sources is to have
legitimate, trustworthy sources
Submit essays no later than Monday, April
25 at 5pm using Turnitin.com
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Must create an account
Submit both essays in a single Word file
You will receive a receipt acknowledging your
submission. If you have any problems with the
web site, send me an email copy as a backup.
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APA Style
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Use APA style for citations and references
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Turnitin.com has information on how to do this
(Research Resources)
Best source for electronic article format is
www.apastyle.org
Careful with paraphrasing and quotations
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When paraphrasing, still cite author in
parentheses (Smith, 2002)
When quoting, “use quotation marks and
include the page number” (Smith, 2002, p.
23).
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Examples
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Colquitt, J. A., Le Pine, J. A., Noe, R. A.
(2000). Toward an integrative theory of
training motivation: A meta-analytic path
analysis of 20 years of research. Journal
of Applied Psychology, 85, 678-707.
Kapur, G.K. (March 22, 1999). Bad
management is to blame for IT skills
crunch. Computerworld. Retrieved March
16, 2001 from
http://www.computerworld.com/cwi/story
/0,1199,NAV47_STO34988,00.html.
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Course objectives included:
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Understanding HR from systematic,
strategic perspective
Understanding relevance of HR to
managers
Importance of job analysis, applying this
data to other HR practices
Assessing and evaluating HR policies and
practices
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Recruitment
Performance appraisal
Benefits and compensation
Using SAP to extract and analyze HR data
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Goals of Human Resource
Management
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Ensure the organization has the
workforce required to create
products/services
Establish and administer personnel
policies in a fair manner
Ensure compliance with labor laws
Help create a competitive
advantage
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Stakeholders of
Human Resource Management
EMPLOYEES
• Fair treatment
• Satisfaction/morale
• Empowerment
• Employability
• Safety and health
• Flexibility
CUSTOMERS
• Quality service
• Quality products
• Speed and responsiveness
• Low cost
• Innovation
ORGANIZATION
• Productivity
• Profits
• Survival
• Adaptability
• Competitive advantage
SHAREHOLDERS/
INVESTORS
• Shareholder return
• Return on sales
• Return on assets
• Return on investments
STRATEGIC
PARTNERS
• Suppliers
• Joint venture partners
• Unions
SOCIETY
• Legal compliance
• Social responsibility
• Ethical management
practices
• Concern for the
environment
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Who Is Responsible for
Managing Human Resources?
A partnership of:
 Top management
 Human resource professionals
 Managers
 Employees
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Factors related to job satisfaction
1.
2.
3.
4.
5.
6.
Benefits
Compensation/pay
Feeling safe
Job security
Work/life balance
Communication
w/senior management
7. Relationship
w/supervisor
8. Recognition
9. Opportunity to use
skills
10. The work itself
11.Corporate culture
12.Autonomy
13.Career development
14.Meaningfulness of job
15.Variety of work
16.Career advancement
17.Contribution to goals
18.Professional
development
19.Job-specific training
20.Relationships with coworkers
Source: Babcock, P. (2005). Find what workers want. HR Magazine, 50(4), 51-56.
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How does this work in practice?
The Mission of Southwest Airlines
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The mission of Southwest Airlines is dedication to the
highest quality of Customer Service delivered with a
sense of warmth, friendliness, individual pride, and
Company Spirit.
To Our Employees. We are committed to provide our
Employees a stable work environment with equal
opportunity for learning and personal growth. Creativity
and innovation are encouraged for improving the
effectiveness of Southwest Airlines. Above all,
Employees will be provided the same concern, respect,
and caring attitude within the organization that they are
expected to share externally with every Southwest
Customer.
We tell our Employees we are in the Customer Service
business-we just happen to provide airline transportation.
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Southwest’s Contract of Carriage
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Provide safe, affordable, reliable,
timely, courteous, and efficient air
transportation and baggage
handling service on every flight we
operate
Produce a fair return on our
Shareholders' investments.
Source:
http://www.iflyswa.com/about_swa/customer_service_commitment/customer_
service_commitment.html
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The Container Store
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Organizational goals include
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Helping people streamline and simplify their lives by
offering an exceptional mix of storage and
organization products.
Providing unparalleled service, along with fresh ideas
and a very interactive shopping experience.
To achieve these, they have focused on HR
strategies
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Rated #2 on Fortune’s 2002 and 2003 "100 Best
Places to Work" lists
“One of The Container Store's core business
philosophies is that one great person equals three
good people. So, why not hire only great people?”
Source:
http://www.containerstore.com/learn/index.jhtml;$sessionid$HUG452AAAAEJHQFIAIKCFE4AVABBIIV0#people
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Competitive advantage: staffing
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One major point of difference that The
Container Store has over other retail
companies is the company's philosophy
on and commitment to employee
development. The Container Store
matches employees' strengths with the
needs of the company, focusing on talent
rather than titles. The Container Store is
known for its unique culture and fun,
high-energy work environment.
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Related HR practices
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Focus on service
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Every first-year, full-time salesperson receives
more than 235 hours of training - in a retail
industry where the average is about seven
hours.
Salespeople often work in teams to find
that complete solution for the customer,
which allows them to spend as much time
as necessary to help customers find what
they need.
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Salespeople do not work on commission
Either salaried or paid by the hour with wages
far above the industry norm.
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Thanks, and have a great summer!
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