Essay on 1984

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Oceania is a society where life is dictated by a small group of violent and overbearing men. Privacy is forbidden and surveillance is promoted, as every word, every movement, and every breath are monitored. People live in fear of becoming "vaporized" (0) and having all traces of their life eradicated. Every evidence and remains of their presence would become erased. People also live in a constant state of propaganda. That is, the small group is able to force them to accept any beliefs or events that it claims to be true. This is the world that George Orwell creates in 184. It is obvious that the criterion of this novel is to warn and display the detrimental effects of a totalitarian government that existed in Soviet-Union, the Nazis, and China; however, 184 also makes an subtle attempt to show how Western countries such as England and the United States, countries which are eminent for possessing ideas of democracy and capitalism, retain notions and characteristics of totalitarianism as well.

The society that Orwell has created simply displays the obvious totalitarian government. The Party, which is composed of a small group of domineering men, envisions to breakdown the independence of an individual. All aspects of individualism such as thoughts, expressions, and dreams that are different from what the Party has set for the people are prohibited and considered rebellious. If someone were to disagree with the Party in any aspect, the Party was determined to either kill him or convert him back by coercing physical pain. Things such as diaries were forbidden. The Party believed that diaries are forms of self-expression and rationality. Even dictionaries are to be abridged and shortened every year because the Party believes that if there are no words in a language that are capable of expressing independent and rebellious thoughts, no one will be able to rebel or even conceive the idea of rebelling. Sex, in Oceania, is considered a duty and nothing else. Sex, which is an act of individualism from its emotional and physical pleasure, is prohibited.

As the novel progresses, the timid but rebellious Winston Smith rises to challenge this authority. He dislikes the whole notion of this totalitarian government, which forbids him from doing things that he enjoys and desires. Winston longs to write in his diary freely, have sex whenever he wants to, and think and feel independently. During his attempt to fight the Party and its totalitarian government, he meets Julia, who possesses and supports Winston's attack on the Party, and he immediately falls in love with her. By falling in love, Winston and Julia position themselves in a dangerous position, for love is prohibited in Oceania. These two attempt to replace totalitarianism with democracy, but fail when both are captured by the Thought Police and are taken to jail. And during this time, the Party inflicts Winston with tremendous beating and starvation to have him become one of the Party members again. Although he knows that his determination to maintain his hate for the Party will lead the Party to torture him even more, he realizes that it is his deep desire to continue rebelling against the Party. Winston tells him that "[he] hates Big Brother"() OBrien, one of the Party members, then instructs the guards to take Winston to Room 101 where he will experience his greatest fear, rats. As soon as rats are "about to leap onto [His] face and bore straight into it" (5), Winston screams out "Do it to Julia! Not me! I don't care what you do to her" (6). The physical pain that is to take place is too painful for Winston; as a result, he desires that this punishment will occur even to someone he once loved, Julia. This shows Winston's give up on his principles, will, mind, and spirit.

Surveillance is also a characteristic of a totalitarian government. Orwell argues that Western countries as well can be considered or on the verge of becoming totalitarian countries. In 184, a giant telescreen is placed in every citizen's room and is used to monitor his/her behavior such as rebellious schemes, thoughts, and expressions. Everywhere the citizens go, they are constantly reminded by the poster that says, "Big Brother is Watching You" to display that the Party authorities are always inspecting them. Little boys and girls are brainwashed to become Junior Spies. That is, they are trained and forced to spy on their parents and report on any instances of disloyalty to the Party.

Orwell fears that besides the obvious totalitarian government in Russia and Germany after the World War II, the Western countries, too, have become or is threatened to become totalitarian societies. Although those countries might not possess the harsh and brutal characteristics described earlier in the essay, they retain the idea of surveillance that connects to totalitarianism. Today, many of the things that we do are kept under surveillance. And day-by-day, the privacy that we possess seems to diminish. Cameras are common and even required in banks, stores, houses, and offices. People are curious to see what is happening, to see whether their bank is being robbed, or whether their employees are working appropriately in office. Similar to how the telescreens and microphones are set up to monitor rebellious behaviors in 184, we, too, have cameras and tape recorders to track down criminal or rule-breaking movements. And these features today, Orwell states, contribute to the declination of democracy and rise of a totalitarian society.

In addition to surveillance, spread of propaganda is another feature of totalitarianism. In 184, propaganda is embedded. The Party controls every source of information, managing and rewriting the contents of all newspapers and documents for its own ends. The records of the past such as documents and photographs are not to be kept by the citizens. As a result, the memories of the past have become more bewildered and forgotten. In the novel, Winston reflects that the alleged increase in the chocolate ration to twenty grams was actually a reduction from the day before, but since the party enforced this act, "those around him seem to accept it joyfully" (68). The party claims that it also increased the literary rate and reduced mortality rate; however, Winston "suspected that these claims are untrue, but he had no way to know for sure since history has been written entirely by the party." The Party even enforces to its citizens that "in the end, the Party would announce that two and two made five, and you would have to believe it."

As Orwell indirectly relates today's surveillance as a decline of democracy, the propaganda that has been taking place also demonstrates the Western societies' inclination towards totalitarianism. Today, the media is the primary source for information. And people rely tremendously on the media through television, radio, or newspapers. However, because the government has an immense impact and powered over the media, it is capable of changing, censoring, or misrepresenting certain news. Today's governments, like the Party, have the capabilities to show only what they want to show and render people to believe what they want. The Enron scandal and their ties with the government is a perfect example of propaganda. The government attempted to conceal all evidence and their ties in the Enron scandal by delaying trials, shredding all of the evidence, and denying charges of allegation.

Orwell is extremely pessimistic about the future. It is safe to say that Orwell through Winston, displays his giving up on his will, mind, and emotions in fighting against the established totalitarian governments such as Soviet-Union and what used to be the Nazis. He claims that there are no cures to win back democracy in totalitarian governments. He reluctantly states that many other countries as well are under process of becoming a totalitarian society because they retain notions of propaganda and surveillance. And this trend will continue until all of the countries reach a state of totalitarianism. Perhaps, his pessimistic prediction about the future is right. What do you think?

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Gucci Group N.V.

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Gucci Group N.V. is a luxuria good manufacturer based out of the Netherlands, yet sold throughout the world. I chose this company for my final project because it deals with two things that interest me very much. One, being the fact that they are world know for their excellence in products and services. Two, because Gucci collaborates with many other large companies in their industry as the superior leader in fashion. A company of high standards and products.

Although Gucci is accessible to everyone it is, however, portrayed as products for the wealthy. Gucci specializes in products such as ready-to-wear fashion, handbags, luggage, shoes, timepieces, jewelry and perfume. Gucci products are distributed to directly operated stores in major markets though out the world. They advertise to upper class markets, however, are in demand by middle class markets as well. Gucci products are seen as movie star products, something seen on the red carpet. Gucci is elegant and classy. Everything us American strive for. They reach out to the dreamers. If you want class and style go to Gucci.

Gucci is a cooperation. The officers of this company include Chairman of the Supervisory Board, Chairman of the Management Board, President, CEO, CFO, Executive Vice President, CEO of Bottega Veneta, Vice Chairman of the management Board and Creative Director. Ownership includes Insider and 5% plus Ownership at 1%, Institutional at 7% and Net. Institutional Selling at .5 million shares. There are over 10,558 employees.

Gucci has one on the best competitive advantages in their industry. The reputation. Gucci can sell anything (within reason) with the Gucci name behind it and make money. They have targeted some of the most popular atmospheres and taken it over fashion wise. Gucci doesn't have to spend millions of dollars on advertising anymore because they have already achieved an excellent standing in all major cities across the world. From New York to California, most of Europe and everywhere that glamour is a must.

This brief background on Gucci has interested me more in the company than before. To see a company hold such high standings in a competitive economy is truly incredible. They have targeted a market and ruled it for many years. The growth of this company has skyrocketed. With thousands of employees working for one fashion based company is hard to do. This is why I have chose Gucci as my portfolio business. I enjoy seeing how something not necessarily needed in the economy can benefit so well.

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To kill a mockingbird

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The symbol of the mockingbird, in this book, is of great significance. The title of the book, To Kill a Mockingbird, is of emphasis to the book, as it helps the reader understand and think more clearly of the symbolisms in the book . The idea of a mockingbird as a symbol is first brought when Scout and Jem receive air rifles for Christmas, Atticus tells them

Shoot all the bluejays you want, if you can hit'em, but remember uts a sin to kill a mockingbird.

What Atticus is implying is a mockingbirds only function in life is to make beautiful music, and it does no harm to its surroundings, and so it would be a sin to kill a mockingbird. There are two main characters who can be described as mockingbirds, Boo Radley and Tom Robinson. During the trial of Tom Robinson it becomes visible to the reader that Tom Robinson shares many characteristics with a mockingbird. Tom Robinson is a kind-hearted man, who only sought to help someone he thought was in need of help. When he is murdered, it is like killing a mockingbird, because he was an innocent man found guilty of a crime he didnt commit. Secondly, Boo Radley is revealed to be like a mockingbird. He is a shy, gently man, who wills to harm no one, keep a quiet life at home, but has been persecuted by the towns gossip of him. When Jem and Scout are attacked by Bob Ewell, Boo appears out of the darkness, to save the children. It later occurs to Scout, that bringing Boo out into the public and light, which a trial would do, would be similar to killing a mockingbird. Both Tom Robinson and Boo are symbolized as mockingbirds, as a mockingbird is seen as a symbol of innocence and fragile life.

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HR talk handout

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STEREOTYPING Is a beleif that associates a whole group of people with certain traits.#

A Professors Predicament

After many hazards of the sea and the many identities in a refugee camp, my family and I came by plane to Australia. We stayed for a while at the Westbridge migrant centre on the outskirts of Sydney. Westbridge was certainly an improvement on the camps in Malaysia and we were happy to be in Australia.

But that was not the end of our predicament. It was only the beginning of a new stage of our life...At Westbridge, for example, the food was good but the rice was prepared in a way that was not ours. The Australians were kind to us but most of the things they gave us were not suitable. What was good about the centre was that many government services were concentrated there health, mail, housing, employment, even banking. People from the Department of Immigration came to give us orientation courses. Still there were many culture shocks for everybody.

Like many people, I had a problem seeking employment I was repeatedly told that I was "overqualified"... but you have to be employed to have an income to rent a flat. I eventually went to a Ford motor company at Homebush and gained an interview with the employment officer. My English was not good but I could speak it well enough and did some interpreting for other applicants. The interviewer asked about my educational background and made it easy for me by saying,'Education high school?' I said,'Yes'. So he said,'All right, I will give you a job as a storeman.'#

The Surprise benefits of Diversity

Sydney's multicultural diversity, highlighted by Mrs Annita Keatings last minute appeal to International Olympic Committee (IOC) delegated in three languages, was a key factor in the successful Olympic games bid. Mrs Keating may have had the last word on the subject, but the Sydney community groups already featured in eye-catching displays of support.

Beijing was Sydneys major rival for the Year 000 Olympic Games, but Sydney's own Chinese community showed it's support for it's hometown bid. A Sydney Chinese Support Committee for the Sydney 000 games was established by the Deputy Lord Mayor of Sydney. Councillor Henry Tsang. As part of it's activities, it hosted a major day of entertainment in Chinatown to support the bid. The day drew thousands of Sydneysiders, many of the, Chinese, to watch many Olympics representatives and hopefuls, some with Chinese background.

More than 000 Australian Muslims also greeted the Libyan IOC Director, while a similar number had prayed at a Sydney mosque with the Tunisian and Algerian delegates. "The Arabs were completely overwhelmed by the number of people who came out" Mr Rod McGeoch, the Sydney bid's chief executive, said.

Throughout the Sydney campaign for the 000 Olympic Games, various ethnic communities were used where appropriate to demonstrate to individual voting members the city's racial and religious mix. It was even rumoured that the local Sydney newspapers with their up to date soccer results, had been pushed under IOC president Juan Samaranch's hotel door.#

# David Johnson Reaching out, (page 56).

# Cultural Diversity at work Julie Shaw page 1.

# Sydney's multicultural Strength a Key Factor in Olympic Success(14)Multicultural marketing News.

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USAA

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Background This is a multiple era story. The first deals with the early history of the company (member association) and its founding because military personnel found it difficult to obtain insurance since they frequently moved. The second era was from 16 until 1 when General Robert McDermott served as the top executive which was a period of phenomenal growth supported by continued improvement of information systems support. The next era followed General McDermotts retirement in December 1. He was replaced by General Robert Herres. Herres was the Vice Chief of Staff in his final assignment in the Air Force to conclude a distinguished military career. Herres was replaced as the President and CEO in April 000. It is worth mentioning that while Davis was a seven year military veteran including service in Viet Nam, he was not a career military officer was were all of his predecessors. He has more of a career in financial services having been president and chief executive officer of Bank One in Columbus, Ohio. He joined USAA in 16 with almost twenty-five years in the financial services industry. The size and scope of financial products offered by USAA certainly dictates the need for an experienced financial services executive.

If aligning your organizations business and IT strategies is to be a worthwhile activity with a positive return, there first needs to be a strategic business opportunity to which information technology is integral. Finding and developing a business strategy that calls for an IT strategy is a critical process and is undertaken either proactively or reactively. For example, through the 170s and 180s the well-known financial services company USAA grew both the quality and diversity of its products and services by focusing on the single objective of identifying and meeting customer needs, and by leveraging IT to meet that goal. There was vision and solid commitment from the top. Their strategy was proactive.

McDermott¡¦s Objectives 1) Create a paperless office ) Maximize convenience to customers ) Make the work environment efficient for employees

Business Strategy USAAs strategy hinges exclusively on marketing to a niche group .

IT Strategy USAA decided to adopt the strategy of scanning all documents and recording all customer claim phone conversations electronically. Because of this they feel they can provide their customers with best-in-class service. A good strategy can mean the difference between being competitive and going out of business. IT is not ¡§little i, big T¡¨ ¡V information is the critical resource. IT investments must achieve ¡§organizational relevance.¡¨ IT and Business planning must be done in coordination. USAA Customer-Driven

The ¡§Seamless Customer¡¨ concept

„h Customer information file (CIF) and SMART system are used to support the customer and for cross-selling

„h Tracks the customer across several different lines of business to provide a comprehensive view of the customer

„h All mail correspondence is recorded as an electronic image

„h All new technology investments are evaluated in terms of their value to the customer

USAA Micro-Marketing

„h The CIF and SMART system contain information on over 7 million prospective customers as well as current customers

„h Sophisticated models help target customers for specific products

„h The CIF enables ¡§event-driven¡¨ marketing at a very micro level

„h The system helps to control ¡§over-selling¡¨ to best customers and aims to target customers ¡§for only those services they really need. The goal isn¡¦t just to sell products, but to maximize the quality of service for the customer.¡¨

USAA Empowering Employees in a Boundaryless Organization

IT and Sales

„h IT improves the effectiveness of sales people by providing immediate access to the information they need to do their jobs

„h Sales personnel can pull up information on customers across lines of business instantly

„h Information flows throughout the organization are explicitly and treated as a priority function

„h ALL functional areas focus on how their activities add value to the customer

„h All employees are trained to understand how the systems and their underlying models work and the relationships among USAA¡¦s lines of business

Knowledge Strategy USAA implemented a comprehensive ¡§customer feedback system¡¨ that quantifies customer information and improves overall knowledge of its customer base. Such efforts increase customer loyalty, cut sales and marketing costs and significantly raise profit margins.

IS Strategy USAA exemplifies the use of information technology as a competitive tool. When a customer has a child, for example, USAA collects data on the type of delivery, weight and other seemingly trivial data. The company can then tailor products, such as childrens car seats, to the individual consumer. Information Systems plan was aligned to the business plan.

Image Processing USAA has been a long time user of computer systems. The image processing system was not a start but a continuation of information systems importance.

Integration USAA integrates systems for greater efficiency. Synchronize the information contained in multiple, disconnected systems. Coordinate the processes for all groups within the facilities and services department and specific groups in USAA¡¦s Information Technology Co. (ITCO), which is in charge of all technology assets at USAA in an environment where production development and consulting services are outsourced. Lower the cost of ongoing system maintenance, technology consulting, and upgrades. The overall effort took six years and cost $10 million, and yielded measures of success that included the following

„h Reduced support costs,

„h Improved productivity,

„h Reduced staff turnover,

„h Increased market share (i.e., the percent coverage of the USAA potential customer base rose from 75 percent to 5 percent), and

„h Vastly improved service. (Graham, Kenneth W., Image Processing at USAA (San Antonio, Texas United Services Automobile Association, May 1), p. .)

Using its virtual value chain, USAA can coordinate across markets and provide a broader line of high-quality products and services. What is remarkable with the system is not its technical comprehensiveness but how it supports, or builds, a culture of organizational learning in USAA - learning the most from every customer contact and learning from all facets of work in the organization.

Cost-Benefit USAA Insurance showed that a combination of imaging and workflow improvements can save millions of dollars a year while improving customer service. (Plesums and Bartels 10) (Elam and Sviokla 10) Before the new system was installed, storage space for active files required ,000 square feet and inactive files required 80,000 boxes in a warehouse. With the new system, total storage requirements for the equivalent on optical disks were reduced to about 100 square feet. (Lasher and others 11) In fact, there seem to be significant cost displacement opportunities from EDM applications, the likes of which have not been seen since the early days of data processing. I/S managers may again have the luxury of clear cost-benefit justification for some systems projects.

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Brutus: Hero of Shakespeare's Julius Ceasar

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Rome's soon to be leader committed suicide on the hills near Philippi; he died just two years after killing the great Julius Caesar. Brutus was forced to join a conspiracy against the emperor, with which he was branded for the rest of his life a traitor. After his oration at Caesar's funeral, he became the desired king. A war against his enemies tore from him his marriage, his friendship, and his life.

Cassius had an evil plot of killing the Caesar, the dictator-like ruler of Rome.

Though in order to succeed he needed to high position the Marcus Brutus possessed.

Using trickery, he persuaded that what Rome needed was not a dictator but a monarch, and that Brutus could change this if he wished. Time was wasted before he agreed to join, but joining the band of brothers out he cleanse Rome of Caesar forever marked Brutus and he would die because of this.

On the night of Caesar's funeral Brutus spoke more of himself and the good he did ridding the people of the horrible ruler that had been established in their city. "Caesar was ambitious" was the theme of his speech "As Caesar loved me, I weep for him; as he was fortunate, I rejoice at it; as he was valiant, I honor him. But as he was ambitios, I slew him." Concluding his speech the people cheered for him to be crowned king, and shortly after leaving Mark Antony gave his eulogy of the dead king. Antony spoke that Brutus was a hypocrite because Caesar was not ambitious, and following his speech the people wanted to bring Brutus to justice angry mob style.

It was against Octavius and Antony in a war that Brutus's life was ended. An upset Strato, a soldier from Brutus' army, said he held the sword for Brutus to run against, and that he mumbled words to himself but all he could comprehend was "Caesar, now be still…" Other that Strato those who found Brutus on the battlefield were his enemies Octavius, who has been newly pronounced emperor of Rome; Mark Antony, a member of the second Triumvirate who recently went to Egypt; Mesala, and Lucilius, who are both Brutus' men. Antony was quoted paying a final respect to the fallen leader

This was the noblest roman of them all.

All the conspirators, save only he,

Did that they did in envy of great Caesar.

He only, in a general honest thought

And common good to all, made one of them.

His life was gentle, and the elements

So mixed in him that Nature might stand up

And say to all the world, "This was a man."

V, v, 68-76

That night his body was kept with Octavius who later gave him a burial fit for an honorable soldier.

Brutus's wife has already passed and he leaves his estate and servant, Lucius.

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Bad Things

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What is a good organization? We could define a good organization as one that strives to meet the aspirations of its stakeholders (employees, customers, shareholders, and the communities of which it is a part of).

A good number of us believe we work for good organizations. Also, we believe we are doing good things for the stakeholders. Yet frequently, our newspapers are full of stories about organizations that are getting themselves in trouble. Their reputations are damaged and their employees are embarrassed and their morale suffers.

Why bad things happen to good organizations A view from the Human Resources Department?

There are unlimited numbers of reasons why bad things happen to good organizations. One important reason is not having a Human Resources Department which is a strategic partner. For the HR Department to be a strategic partner it needs to help the organization attract, retain and develop a premier and diverse workforce; provide a safe work environment and reduce the risk of liability; anticipate trends and provide strategic solutions and comply with federal, state and local regulations. Failure to do so will increase the likelihood bad things will happen to the organization.

Attract, retain and develop a premier and diverse workforce

To be able attract, retain and develop a premier and diverse workforce, organizations need to create a work environment that is open to communication, provides fair treatment, identifies workers needs, provide a sense of ownership, is interesting and exiting, makes available the opportunity for growth, etc. One way to supports employees work and non-work activities is by implementing "work/life" balance programs.

"Work/life" balance programs support diversity and are effective recruitment and retention tools. Building a diverse workforce rests on an employer's ability to attract and retain female and minority employees who may not be able to work without flexible scheduling or benefit programs designed to help them meet personal needs and family responsibilities

Two examples of "work/life" balance programs are flexible work schedule, which allows an employee to determine his or her own schedule within the limits set by the organization and compressed work schedule in which the biweekly basic work requirement is scheduled by the organization for less than 10 workdays.

Managers need to ensure that employees have the necessary skills to perform current and future jobs. Because of new technology and the continued search for productivity, quality and effectiveness many organizations are redesigning work so that is performed more efficiently. As a result management and employees need to develop new skills to be successful in the technologically advanced environment. To achieve this objective the organization needs to maintained a well trained workforce.

By recruiting from within, an organization rewards employees for past performances and sends a signal to other employees that their future efforts will payoff, while capitalizing on previous investments made in recruiting, selecting, developing, and training its current employees

Until organizations build a supportive organization-wide culture that identifies and understands workers needs, the talent pool will most certainly remain underutilized and diversity may be difficult to achieve

Provide a safe work environment and reduce the risk of liability

There are a large number of lawsuits challenging the employer's safe work environment practices. Per David Ray (000), there are four general causes of action employers are exposed to negligent hiring, negligent retention, failure to warn and failure to document behavior.

The organization could be guilty of negligent hiring when a plaintiff suffered damages caused by an employee in connection with his or her employment. The plaintiff must prove that the employee was unfit and that the employer knew or should have known that the employee was unfit. The most common employer mistake that leads to liability for negligent hiring is the failure to adequately investigate the background of an applicant when hiring certain types of employees.

In a negligent retention situation, an employer may have conducted proper pre-employment screening but then failed to take action when the employee later engages in improper behavior. In this situation, the employer becomes aware after the hiring that the employee is potentially dangerous but retains the employee anyway. In this type of situation, the organization will minimize the risk of liability if it took reasonable action once it became aware of the danger.

An employer has a duty to warn those in danger once the organization has been put on notice that the possibility for risk exist. But it is most critical when the risk would not be evident without a warning. Courts have held that an employer may even have a duty of care after the termination of a dangerous employee.

Failure to document behavior usually arises from a supervisors reluctance to document poor performance. Often the natural human reaction of any supervisor is to disregard a risk in the hope it will go away.

The organization should develop sound background-checking policies, human resources management practices, and related training for all employees that could reduce both the workplace violence and minimizes liability.

Anticipate trends and provide strategic solutions

An organization will be more efficient if it can prevent the need for layoffs or panic hiring. By having a workforce plan, the Human Resource Department will be able to manage shortages and surpluses. By understanding business cycles and tending to talent development and current talent inventories, HR can be proactive and act, instead of just react to surprises.

"Workforce planning is a systematic, fully integrated organizational process that involves proactively planning ahead to avoid talent surpluses or shortages. It is based on the premise that a company can be staffed more efficiently if it forecasts its talent needs as well as the actual supply of talent that is or will be available". (Sullivan J.)

Per David E. Ripley (15), work-force planning involves two important activities. One is the development and analysis of data that identify the organization's HR needs. This will include such data as future gaps and surpluses in the work force, diversity statistics, population demographics, health and safety statistics, turnover rates and causes, and employee-opinion survey results. The organizations mission, values, strategic goals and business objectives must also be considered, as should federal and state laws and regulations.

The other important activity is developing responses to the identified HR needs. These responses may be action plans (such as recruiting or training plans). Responses normally include both organization-wide activities and programs intended to deal with the specific needs of various organizational units.

Per John Sullivan (00), the most common components of a workforce plan are forecasting and assessment, succession planning, leadership development, recruiting, retention, redeployment, contingent workforce, potential retirements, performance management, career path, internal placement, environmental forecast, identifying job and competency needs and metrics.

One significant impact of workforce planning in an organization is the substantial reduction of surprises. By having the capability to rapidly figure out positions that are vacant do to turnovers and provide timely talent replacement the organization's production or services should not be significantly affected. Employees should be continually groomed for new opportunities that fit their career interests and capabilities. These employees should transition without difficulty and rapidly to the new opportunities. Work-force planning will allow the organization to develop the capability to reduce labor costs without the need for large layoffs of permanent employees.

Comply with federal, state and local regulations

The legal environment for HR management is quite comprehensive. The HR professional needs to be aware and understand the implications to the organization created by federal, state and local regulations. Some of the regulations include Family and Medical Leave Act, Fair Labor Standards Act, Child Labor Requirements in Nonagricultural Occupations under the Fair Labor Standards Act, Employee Retirement Income Security Act (ERISA), Occupational Safety and Health Act (OSHA), American with Disabilities (ADA) and Equal Employment Opportunity (EEO) regulation. Also, organizations need to keep in mind that for every federal regulation there is also its state-law counterpart, which in some case is more restrictive than the federal regulation.

HR management is greatly affected by the broad coverage of Equal Employment Opportunity (EEO) regulation. The EEO provides workers protection from discrimination based on race, color, creed or age. With an increasing number of age discrimination suits, organizations need to develop sensitivity to age issues and policy specific to older employees.

For example, organizations must ensure that pre-employment interview questions do not seek information other than that which is essential to evaluation of an applicants qualifications for employment. It is, therefore, in an employers own self-interest to carefully review all procedures used in screening applicants for employment.

Employee benefit plans that are regulated by the Employee Retirement Income Security Act (ERISA) require special attention. Organizations must be prepared to provide resources that not only offer such plans but also manage those employee benefit plans. Failure to do so will lead to subsequent lawsuits by employees challenging plans that are out of compliance with ERISA disclosure, reporting and fiduciary standards

Per Rob Gilmore (00), some of the biggest employee-related mistakes employers make these days include failing to establish an effective sexual harassment policy, failing to pay overtime to nonexempt employees, failing to complete I- forms for new employees, failing to take and document disciplinary actions, failing to quickly discharge poor performers, failure to ensure that laying off a group of employees has no disparate impact on any protected group, failing to get a signed release from a terminated employee, conditioning employment offers on medical exams and failing to retain labor and employment counsel to avoid making the first eight mistakes.

Conclusion

To minimize the risk of bad things happening to "good" organizations, HR management should be more than maintaining personal functions. It should be an evolutionary process which combines the human resources functions, policies and strategies, with the organizations strategies and takes into consideration all stakeholders (employees, customers, shareholders, and the communities of which it is a part). For the Human Resources Department to be a strategic partner it should be able to match up the abilities and desires of the employee with the needs of the business so that the corporate objectives can be met. Organizations need to have proactive policies to attract and retain the right type of people and in this ever changing and uncertain economic climate the management of employees takes on an even greater role. For the HR Department to have a positive impact upon the organization strategies HR policies should address a number of factors such as; the economic climate, government legislation, trade unions, competitors, clients and employees.

References

Carabetta J. (000). Legal Links to the HR Generalist. Workforce, http//www.workforce.com

Gilmore R. (00). Employer's Biggest Legal Mistakes. Workforce,

http//www.workforce.com

Hansen F. (00). Truths and Myths of Work/Life Balance. Workforce, 1, 4-.

Kroll, Jules B. (16). Why do bad things happen to good companies? Directorship, , 6, -1.

Ray, David L. (000). When Bad Things Happened to Good Businesses. Security Management, 44, 10, 1-4.

Ripley David E. (15). How to Determine Future Workforce Needs? Personnel Journal, 74, 1, 8-8.

Sullivan, J. (00). Why You Need Workforce Planning? Workforce, 11, 46-50.

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