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Essay / Research Paper Abstract
This 5 page paper is based on a case provided by the student. A retail firm has a number of different HRM queries the paper is written as a memo to answer these queries. The issues include the ability of managers to terminate employees with o reason, the difference between permanent and agency employees, liabilities of actions of employees, methods of dealing with disagreements with employees and recruitment and training needs. The bibliography cites 3 sources.
Page Count:
5 pages (~225 words per page)
File: TS14_TEcostmemo.rtf
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Unformatted sample text from the term paper:
without being given any reason, even if abiding by the strict letter of the law, this has the potential for negative impacts on the firm. The most obvious is the
potential for a law suit. Atlanta is a right to work state, this may also be referred to as employment at will. In states where this concept is applied an
employer does have the right to terminate an employee as long as it is not for a prohibited reason, such as retaliation or discrimination (Lexis, 2010). In this case technically
the manager that has terminated employees without a reason is correct, but the way that it has taken place leaves the firm open to a legal case with the employees
claiming, or possibly believing, that they have been terminated for a prohibits (or illegal) reason. Without the reasons being given and no documentation so support this it is possible that
the firm could loss a case such as this, with the accompanying financial cost as well as negative publicly and the impact on internal motivation.
Where a workforce changes and employees do known know how and why, especially if it includes termination of employees this can cause resentment and have a negative
impact on motivations and cause employment relationship problem, such as negative employment behaviours, including a drop in periodicity, increased absenteeism and attrition. This is due to the lack of trust
that emerges and the potential fear that can be created. It is important that a system for termination is out into place with includes documenting and informing the employees of
reasons for termination as well as dealing with any internal issues, such as reassurances and increasing trust. Message 2 - Permanent and Agency Employees One approach that may help
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