Please provide an 70 or more word count for each question, no plagarism please.
Chapter 1
1. Explain what HR management is and how it relates to line management.
2. What skills and competencies do today’s human resource managers need, and why?
Chapter 5/OSHA
3. Discuss the basic facts about the Occupational Safety and Health Act–its purpose, standards, inspection, and rights and responsibilities.
Chapter 5/ Working Conditions
4. Some working condition-related causes of accidents involve the psychology or “safety climate” of the workplace.
Where and when do accidents occur more frequently?
Chapter 5/Use Incentives
5. Some firms award incentives (such as bonuses) for meeting safety goals. However, OSHA has argued that such plans don’t actually cut down on injuries or illnesses but only on injury and illness reporting.
What kind of incentives can be used to increase safety?
Reference
Dressler, G. (2013). A Framework for Human Resource Management (7th ed). Upper Saddle River, New Jersey. Pearson Education, Inc., Publishing as Prentice Hall.
Chapter 10/contingent worker
6. Discuss the implications of hiring contingent workers from both the organizational and contingent worker perspective.
Chapter 10/contingent worker challenge
7. Explain HR’s roles in dealing with employment challenges, such as, mergers, off shoring, the recession and economy?
Chapter 10/contingent worker morale
8. According to Pamela Harding (2015), there were themes revealed when asked about the biggest challenges facing HR for a contingent workforce in the Global Human Capital Trends 2015 Report (http://bit.ly/1B54Nm1). The most cited challenges were company culture, morale, blurring of lines with regular employees, legal & compliance issues, loyalty, training, turnover, and ramifications of the Affordable Care Act.
On the one side, morale can increase from the viewpoint of the permanent worker because many of them are overworked. However, it can decrease on the contingent worker side, especially if they are working with permanent workers that make more money and have better perks but do not perform as well.
At what point do you put bringing in contingent help ahead of organizational culture and developing employees?
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