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Papers On Human Resource Issues
Page 261 of 327

Sweatshops: An Inexcusable Component of Globalization?
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An 8 page investigation of the relative merits of sweatshops in third world countries. The author notes the trend for U.S. companies to move to these countries to profit from cheap labor and discusses the reasons behind those moves. An analysis of the rights and wrongs of sweatshops is provided before the author concludes that, despite the many arguments to the contrary, sweatshops are inexcusable and the only solution is unionization which reaches across national borders. Bibliography lists 7 sources.
Filename: PPsweatS.rtf

Sweatshops: Variation in Views
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A 3 page consideration of the different views that are in play regarding third world sweat shops. There is considerable contrast between the view that the establishment of these types of businesses benefit those that are ultimately employed in them and the view that sweat shops amount to no more than American businesses taking advantage of cheap labor. Bibliography lists 3 sources.
Filename: PPsweat2.rtf

Sweatshops; Impact on Business and Society
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This 9 page paper looks at the reasons why businesses use sweatshops and impacts, positive and negative, that the presence of sweatshops have on business and society. The paper focuses on sweatshops in developing countries and uses the apparel industry as an example. The bibliography cites 11 sources.
Filename: TEsweatshop.rtf

Synergetic Solutions (Case Study Analysis)
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This 8 page paper examines a case study analysis regarding a firm that is going through change. Theories on leadership and resistance to change are explored in the analysis. Bibliography lists 4 sources.
Filename: SA431SS.rtf

Systematic Learning And Development
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A 14 page paper. This essay reports the amount spent on personnel development in the UK and U.S. in 2008. The essay discusses employee training and development programs in general and the concerns that are voiced about them. The essay then explains and discusses the systematic learning and development approach to training programs, including the steps involved in planning this kind of program. Bibliography lists 14 sources.
Filename: PGsystr9.rtf

Systems Approach To Training (ISD/SAT)
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A 24 page research paper. This paper offers a description of the Systems Approach to Training, the phases and steps involved, the cyclical nature of the training process and the continual analysis of the process. "System" and "Process" are defined and described. Each component in the Systems Approach to Training is comprehensively discussed. Additionally, the definition of training itself is provided because there is little sense in discussing training without an understanding of what training means. A short section on the learning process/styles is provided to demonstrate another aspect of training that must be considered. Finally, a critique of the Systems Approach to Training is provided. Examples are provided. Bibliography lists 9 sources.
Filename: PGsattrn.rtf

Systems Thinking And Human Resource Management - Boeing
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An 11 page paper that begins with an introduction to systems thinking. The writer then describes a proposed project at Boeing to increase employee involvement using principles of systems thinking. Topics discussed include a project that both increases employee involvement and attempts to resolve a problem and the strategies that could be used for the project. The type of metrics to be used are discussed. The writer comments on potential obstacles and how to overcome them. This paper can stand alone but it follows up on PGboeng.rtf. Bibliography lists 10 sources.
Filename: PGboen3.rtf

Tailoring Employee Motivation
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A 5 page paper discussing what constitutes effective motivation techniques. Every company is different, and actions that are motivators at one company may be totally ineffective at another company. It is in every company's best interests to retain its high-performing individuals, those individuals are as different as the companies for which they work. Each entity has a distinct personality, and the employees of one will not be motivated by the same things as those of another. Senior management needs to ask employees what is important to them and then try to meet needs in the best interests of both sides. Bibliography lists 7 sources.
Filename: KShrEmpMoTai.rtf

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