Employers

In: Business and Management

Submitted By msalamny
Words 439
Pages 2
If an employers wants to track where I've been in the computer while being at work on the clock, that's fine by me. I don’t think there is anything wrong with that. Acknowledging that I am being monitor. I'll simply not go anywhere via work stuff . So, I would never access my personal email at work I'll use a wireless cell tower connection to do anything else on a mobile device. While this practice might seem like there violation of your privacy. As long as employer discloses there employee about there company computer monitoring. It would be fine by me. In my current job, when I was first hired we were presented with an employee handbook which details our rights and obligations while on company time. Also If your work network that has sensitive information the job. The company wouldn't want a employee to compromise their security. If an employee is not meeting there company’s proactive work measure, employee has the right to know.

With regards to implanting a GPS chips inside the body of a person. I would never have an ID chip put in me and I think it should be illegal for an employer to even ask you to implant something in your body for tracking purposes.

Human resources goals and mission is to help ensure the achievement of the company’s overall objectives.
There are different elements of human resource management strategic planning.

Recruitment- Recruitment process is to obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives.

* Selection - During selection the potential candidates are narrowed down to the new hire. * Training - After hiring employer teach things they need know for the job * Evaluation Managers give formal feedback through periodic performance appraisals. * Compensation- The combination of pay and benefits like health care. *…...

Similar Documents

Hasbro: as an Employer

...Hasbro: An Excellent Employer Hasbro has been rated one of Fortune’s top 100 companies to work for in 2011. “This honor puts the focus on our organization’s greatest assets – our people, our culture, and our commitment to innovating in everything we do,” said Hasbro President and CEO Brian Goldner. “FORTUNE’s “100 Best” selection of Hasbro is a great honor and it is particularly gratifying to see and hear about the tremendous pride employees feel about working at Hasbro” ("Hasbro recognized as," 2011). According to the company’s website, some of their employees’ benefits include: “half-day Fridays all year long, tuition reimbursement, discount toys and games at in-house stores, adoption and foster-care assistance, employee assistance program (EAP), health an dependent-care flexible spending accounts, auto-insurance and home-insurance discounts, Hasbro Employees Federal Credit Union, and Team Hasbro Employee Volunteer Program” ("Making you smile:," ). “Hasbro has long been a leader in toys and games and its transformation into a branded play company has been attributed to the company’s ability to innovate and re-invent, re-imagine and re-ignite its world-class portfolio of brands” ("Hasbro recognized as," 2011). “Hasbro was founded in 1923 by Henry and Merrill Hassenfeld. The company originally sold textile remnants. It soon moved into manufacturing pencils and other school supplies; the first toy manufactured by the company was Mr. Potato Head in the late 1940s. ......

Words: 1755 - Pages: 8

Employer of Choice

...| Employer of Choice | The best employers to work for are those providing leadership, communication, respect and responsibility for their employees, according to a recent study conducted jointly by the Australian Graduate School of Management (AGSM) and Hewitt Associates.The Best Employers to Work for in Australia 2001 study was based around a survey of 160 Australian companies and 25,000 of their employees. The basis of the survey was a people practices inventory from each company, which set out its HR practices. Other aspects of the survey were an employee opinion survey and a questionnaire completed by the CEO. The findings indicated that the qualities needed by an excellent employer were the following: * Good relationships with co-workers — because the ‘best employers’ retain their talent better. * Commitment to the organisation's business success — because people who work for best employers let others know about it. The study also found that becoming a ‘best employer’ has tangible benefits for a company’s bottom line. 

On average, the ‘best employers’ receive five job applications for every 2.8 received by other employers; the average staff turnover is around 15 percent compared to 20 percent; share prices tend to be higher than for other companies in the same sector; average revenue growth between 1998 and 2000 was 48 percent versus 25 percent for others, and profit growth was 62 percent versus 18 percent. 

All of this requires a long-term investment of......

Words: 1198 - Pages: 5

Employer and Employee Relationships

...Employer-Employee Relations Employer-Employee Relations In the Little Lamb Scenario, individuals can see that Mary is her own boss and known as an independent contractor working of the Little Lamb Company and not one of their employees. In determining that Mary is not an employee, because Congress responded and stated that an employee is an individual who is “not classified as an independent contractor.” The National Labor Relations Act says, “The term employee shall not include any individual having a status of an independent contractor” however, it will not provide or give a definition of what constitutes independent contractors. The IRS says the following, “The general rule is that an individual is an independent contractor if the payer has the right to control or direct only the result of the work and not what will be done and how it will be done” (IRS Independent Contractor, 2013). An independent contractor is any individual who runs his or her own business. When hired by a company the company does not have to withhold federal, Social Security (FICA), state taxes or pay the individual unemployment. In Addition, the company does not have to pay the individual workers compensation insurance because the individual is an independent contractor. People know these individuals as consultants, freelance, self-employed, or business owners. If the company considered Mary an employee, she would have had to complete a trial period of employment before deemed as an integral......

Words: 1132 - Pages: 5

Employer Branding

...Employer branding Employer brand denotes an organisation's reputation as an employer.[1] The term was first used in the early 1990s, and has since become widely adopted by the global management community.[2][3][4] Minchington (2005) defines employer brand as "the image of your organisation as a 'great place to work'". Employer branding is concerned with enhancing your company's employer brand.[2] Just as a customer brand proposition is used to define a product or service offer, an employee value proposition is used to define an organisation's employment offer. Likewise the marketing disciplines associated with branding and brand management have been increasingly applied by the human resources and talent management community to attract, engage and retain talented candidates and employees, in the same way that marketing applies such tools to attracting and retaining clients, customers and consumers. Origin The term "employer branding" was first publicly introduced to a management audience in 1990,[5] and defined by Simon Barrow, chairman of People in Business, and Tim Ambler, Senior Fellow of London Business School, in the Journal of Brand Management in December 1996.[6] This academic paper was the first published attempt to "test the application of brand management techniques to human resource management". Within this paper, Simon Barrow and Tim Ambler defined the employer brand as "the package of functional, economic and psychological benefits provided by......

Words: 1006 - Pages: 5

Employer Brand

...published discussions of the organisation of marketing systems from the early years of the twentieth century. It would seem that the essence of internal marketing is not a phenomenon of the post-industrial era, since there is some evidence of associated attitudes and methods in the early marketing management literature, indicating that programmes to generate commitment amongst employees to company goals are not new. For example, Frederick Taylor stressed an internal focus, which bears an obvious resemblance to the attitude management aspect of internal marketing (Gronroos, 1994). It is the active, È market-oriented, approach that is new. Recent studies of managers' concerns show employee communications, involvement and development (a new employer-employee ``contract''), the redesign of business processes, and the perceived relationship between employee and customer satisfaction, as predominant (for example, in the People Factor Study, (Watson Wyatt, 1995)). Further, service-orientation and the need for greater organisational effectiveness have become major features of debate about sources of competitive advantage and the future form and purpose of business enterprise organisations. Internal marketing has been offered as a management technology (see Fisk (1986) and Sweeney (1972), for debate about whether marketing is a management technology or a social process) for solving problems of internal service productivity, marketing orientation, successful implementation of......

Words: 7759 - Pages: 32

Employer Branding

...[pic] An essay on Shaping New Realities: “Employer Branding- what the next generation/potential employees want from an organization” The term ‘employer brand’ is defined by Simon Barrow and Tim Ambler as the “package of functional, economic and psychological benefits provided by employment, and identified with the employing company.” Branding is what marketers practice to increase the sales of their products or services. Employer branding, on the other hand, as the name itself suggests, is the branding of the organization as a desirable place to work. It is undertaken to attract the potential employees as well as to communicate to the existing employees the company’s image, fostering in them a sense of identity tied to that of the organization. Thus employer branding is the process of creating an identity and managing the company’s image in its role as an employer. The concept of employer branding, though lesser talked about is gaining currency. If we search for the words “employer branding” on Google it brings 371,000 search results. Though not part of the business parlance yet like “branding” which alone, delivers over 1.6 billion search results, or “Corporate branding”, which produces around 6 million hits, the concept of employer branding is catching up given the “war for talent” in this world. Analogous to the PROMOTIONAL MIX for products and services of companies is the EMPLOYER BRAND MIX that includes external reputation, internal communication, senior......

Words: 3058 - Pages: 13

Employer Branding

...topics EMPLOYER BRANDING Maintaining momentum in a recession 1 2 5 7 9 11 13 15 16 EXECUTIVE SUMMARY MAKE EMPLOYER BRANDING A BUSINESS IMPERATIVE JOIN IT UP MEET THE ‘ON A SHOESTRING’ CHALLENGE ENGAGE YOUR PEOPLE COMMUNICATE THINK TO THE FUTURE CONCLUSIONS – AND CIPD VIEWPOINT FURTHER SOURCES OF INFORMATION EXECUTIVE SUMMARY In 2007, the CIPD published Employer Branding: Fad or the future of HR? Two years on, the concept of employer brand is still with us. But is it under threat in the current economic climate? Or is it more important than ever? The birth of employer branding is associated with the war for talent of the 1990s. With the UK in recession, our Labour Market Outlook surveys report an increase in recruitment freezes, and a decline in organisations taking on new staff. But while a focus on recruitment marketing may be where many organisations initially focused their efforts, commitment to a true employer branding approach goes beyond the need to attract suitable candidates in a competitive labour market. The CIPD has defined employer branding as ‘a set of attributes and qualities – often intangible – that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform to their best in its culture’. For employer branding to be successful, it’s essential it is linked to the overall HR strategy, and in turn supports the organisation’s goals. ‘Now, more than ever, employer......

Words: 6252 - Pages: 26

Employer Branding

...Synopsis Topic: A Study of Employer Branding As Strategic Intervention for Attracting Talents Introduction: Employer Branding is one of the most significant developments in the present day context. Depending on the availability of talent, the finding of talent with the “best fit” has always been a challenge to the organization. Most of the potential employees would opt to get into organisations which have the characteristics of achievement, success, leadership, people development initiatives, offering decent, a happy go type work culture while capable of instilling a deep sense of pride and commitment. It is observed that several organisations compete aggressively to attract and retain the best talent. Hence they are increasingly recognizing that directly or indirectly the employer has to brand themselves for attracting talents. The significant observation of the present day situation is that by simply placing an employment advertisement in local paper does not attract quality applicants; rather the quality candidate is more likely to choose their featured organization to work for. Hence corporates try to incorporate more forces of attraction for the best talent, and to do this the need to work on building a powerful employer brand that screams opportunity and prestige is highly called for. As mentioned in the web article in www.unlimited.co.nz “External talent wants to see evidence of a consistent approach to employer experience; they want to know......

Words: 1979 - Pages: 8

Employer Branding

...which company we choose to work for. When an engineer considers future employers, a certain firm instantaneously comes to mind. When a teacher looks for work, certain schools set the standard. When an accountant seeks a move, certain firms are approached before others. This is the power of employment branding and is a major differentiator in the recruitment marketplace. But it's clearly not about the "logo". Our survey demonstrates that what most of us perceive as important, i.e. the "look and feel" is not what we should be primarily focused on. Rather, the message needs to be more complete - the culture, values and environment are of much greater interest to potential employees. Perhaps even more significantly, it is also about more subtle marketing. What other employees, trusted friends and associates SAY about a company is far more powerful than what appears in the ad. This is why it is so critical that the experience for employees is right in the first place - which has a double positive in that it increases retention as well as creating the right mindset for them to promote the company to others. This subtle marketing has far reaching effects - those organisations who have reduced or severed their relationships with recruitment firms have found to their detriment that they no longer have those firms acting as their "ambassadors" - influencing strong candidates to consider careers with those employers. In the war for talent, HR professionals are not being......

Words: 7237 - Pages: 29

Employer Branding

...How to build a strong employer brand? In the competitive business world, companies strive to protect their most precious asset, talent. Talent shortage is a major challenge across industries where employees with suitable technical competencies and qualities are difficult to obtain and retain in the competitive employment market. In addition, as Baby Boomers who possess substantial valuable experience for the companies retire, Generation Y became increasingly vital in the company’s workforce; study has shown that 1 in 5 worker will be above 55 years of age by 2021 compared with 1 in 7 in the year 2005. Companies not only struggle to replace the positions of the retired workforce with younger candidates with similar capabilities, they also realize that the two generations have different workplace expectations and values. Candidates are looking beyond the basic wage and benefits; factors such as career prospect, reputation, international mobility and company values also play a significant role in candidate decisions. Therefore companies need to adjust their conventional hiring method to position themselves strategically in order to capture the awareness and commitment of the top candidates. In order to attract and retain young talents, companies need to differentiate themselves from their competitors with their employer brand. Unlike product brand names that can be managed with marketing to manipulate consumer perception, employer brand needs to be cultivated through......

Words: 2717 - Pages: 11

Employer Brand

...Insight paper Does your employer brand inspire top talent? Jumping on the employer branding bandwagon A strong brand can be a company’s most valuable asset, increasing customer loyalty or acting as a differentiator in a crowded market place. An employer brand can be used for similar effects, lowering turnover due to higher employee loyalty and helping employers stick out in the increasingly competitive job market. Despite the hype about employer branding, most companies still have difficulty in conceiving a serious and ‘thoughtthrough’ approach to the topic. To understand why an employer brand cannot be simply assembled out of a ‘how-to’ guide, let’s have a look at the definition of employer branding. There are dozens of definitions about employer branding flying around in the HR industry and most are perfectly usable. However, we will stick to the CIPD’s definition (Chartered Institute of Personnel and Development, 2008)1: An employer brand is a set of attributes and qualities – often intangible – that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform to their best in its culture. Chartered Institute of Personnel and Development In the above definition there is one important word: ‘intangible’. Employer branding is indeed a complex mix between your organisational identity and culture and its members (Tikoo, 2004)2, which is probably the reason why so many...

Words: 2862 - Pages: 12

What an Employer Expects

...hairstylist for a huge company and one day run my own salon. The most important qualities an employer expects from a college graduate include proficiency, communication, and work ethic. Proficiency: The state of being proficient; skill; expertness. The first skill employers look for in a college graduate is technical knowledge in the field I want to peruse. Meaning I have to know the book work and the research behind it. The technical knowledge I have is that I went to cosmetology school for two years and did book work every other day. My future salon I wanted in high school was Toni and Guy. I would also have tests once a week to make sure I knew the material. The next skill employers look for in college graduates is technical application which is the hands on work I know how to do in my field. The technical application I have in my field is that I had to cut hair on a mannequins the days I was not doing book work. On Thursdays I would have women and men from retirement homes come in, do their hair, manicure, pedicure, or a facial. I would get graded for every mannequin and client I worked on that week. After 2 years of book work and clients I took my state board exam, then I found a salon that was hiring and applied. I now work for a nationwide known company Supercuts! Another skill employers look for is creativity; the process by which one utilizes creative ability. An employer wants someone who can bring something else to the table. A person who can have original......

Words: 1108 - Pages: 5

Employer Branding

...ASIAN JOURNAL OF MANAGEMENT RESEARCH  Online Open Access publishing platform for Management Research  © Copyright 2010 All rights reserved Integrate d Publis hing associat ion  Research Article  ISSN 2229 – 3795 Employer branding: A new strategic dimension of Indian corporations  Suman Kumar Dawn, Suparna Biswas  Asst. Professor, West Bengal Universit y of Technology, Ko lkota  skd_hooghly@yahoo.co.in  ABSTRACT  Emplo yer  branding  is  defined  as  a  targeted  long­term  strategy  to  manage  awareness  and  perceptions  o f  emplo yees,  potential  emplo yees  and  related  stakeho lders  wit h  regards  to  a  particular  firm (Sullivian, 2004). This includes direct and  indirect experiences of dealing wit h the  firm.  Like  actual  product  branding,  organizat ions  have  started  to  invest  emplo yer  branding  as  emplo yees  are  the  internal  customers  of  the  firm.  The  emplo yer  brand  builds  an  image  confirming  the  organizat ion  as  a  good  place  to  work.  Today,  an  effect ive  emplo yer  brand  is  essent ial  for  compet it ive  advantage.  Wit h  the  liberalizat ion  of  the  Indian  econo my  in  1991  and  subsequent  economic  reforms,  Indian  co mpanies  are  becoming  internat ionally  strategic  to  utilize  the emplo yer  brand to  attract and retain  talent  which  leads  to  expand  and growth of  the business.  This  paper  gives  some  concept  on  emplo yer  branding  and  also  to  examine  how  India...

Words: 5512 - Pages: 23

Employer Branding

...lundquist. employer branding online a w a r d s lundquist. Lundquist 2010 Employer Branding Questionnaire Employer branding moves online Questionnaire results from more than 400 respondents show that 95% of job seekers use corporate websites before deciding whether to apply for a job. The questionnaire is part of research to rank the online employer branding of the 100 best global brands. Milan, 4 August 2010 – Attracting and retaining the best talent, the core scope of employer branding, has always been one of the main preoccupations of managers operating in boom times as well as in what has been called the Great Recession. Employer branding used to be exclusively an offline activity practiced in many ways including through job fairs, advertising, marketing and internal newsletters. Companies are still passing on the same type of information to current and prospective employees only now they are increasingly doing it through their website. Employer branding is a company’s pitch to current and prospective employees. It is the company’s bid to show why it is a desirable place to work. Good online employer branding is a key step in the drive to getting and keeping top employees, but how should companies confront the process? Job seekers are using the internet, that we know, but how much and what are they looking for? In this age of social networks and job sites that aggregate employment announcements how much does the corporate website matter? When......

Words: 1628 - Pages: 7

Employer Duty of Care

...1. Explain whether Jake’s actions are in or out of “his scope of employment”. The connection between employer and employees establish the success of a business. Employees are expected to have loyalty and obedience to his employer. When the employee signs a contract is willing to be bound and give the employer the best of his work. Most important the employee is supposed to follow all lawful and clearly given command of his employer and any difference or negligence of duty is punishable under law as well. In other words, the employee is bound by rules and regulations at his workplace and it could be liable for a penalty or punishment in case of violation of any kind. The employer is also bound to provide certain workplace conditions to the employees and the employer needs to give clear instructions to his employees to avoid errors. Thus both employee and employer should perform their part of duty in the best interest of the business and attract more customers. In Longmeid v. Holliday, the distinction is recognized between an act of negligence imminently dangerous to the lives of others, and one that is not so. In the former case, the party guilty of the negligence is liable to the party injured, whether there be a contract between them or not; in the latter, the negligent party is liable only to the party with whom he contracted, and on the ground that negligence is a breach of the contract (6 Ex 761, 155 ER 752). Every man who, by his culpable negligence, causes the......

Words: 1799 - Pages: 8