Johnson & Johnson's New HR Model

The company is a leader in processing and distributing metals and has an outstanding reputation for producing high quality products and the quality of the training opportunities available to employees. I am quality and customer focused, and would welcome the opportunity to work for a company that sets the standard for processing, customer service, and employee development.

In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management. This paper examines Bateman and Snell’s research against the case study video entitled “Diversity in Hiring: Candidate Conundrum” to propose that additional examination be conducted to decide whether Robert Gedaliah or Paul Munez was correct in their decision making pertaining to whom to hire for the Outreach Customer Representative position.

Currently, I work for a local government; so, for the sake of the discussion, I will analyze my prior employer, The Kroger Company.

Many people in the company need access to data to help them do their job better. The main questions revolve around who needs what data, and who chooses what data gets to be shared. Looking at all the pieces, as well as the IT and information assets, the governance of the data belongs to a data owner (Khatri & Brown, 2010). The main questions to be answered must include who is the data owner? Who is responsible for data quality? And who enforces the data access controls? (Brown, 2012).

David Dunlap a 52 years old African American male applied for a job as a boilermaker with the Tennessee Valley Authority. Dunlap v Tennessee Valley Authority was a discrimination case brought to the District Court of Tennessee by David Dunlap for suspected unequal treatment and disparate impact. The suit claims that the Tennessee Valley Authority singled out Dunlap because he was African American. Dunlap had twenty years of experience as a boiler maker; he also had an outstanding record as an employee. Dunlap tried to gain employment with TVA he was more than qualified and did not have anything to negatively affect his chances of employment (Walsh, 2010.) The TVA had 10 positions to fill. Mr. Dunlap

Johnson & Johnson is an American multinational organization that was founded in 1886. This company consists of pharmaceutical and consumer packaged goods. Johnson & Johnson has been headquartered in New Jersey. This organization has operations on over 57 countries and their products are sold on over 175 countries. Their calendar has a worldwide sale of $65 billion for 2011. Johnson & Johnson also have many first-aid and household products among their range. For example a Band-Aid line, medications, baby products, skin and beauty products, facial wash and contact lenses. They have three extended divisions to their organization which is Consumer healthcare, medical devices and pharmaceuticals. It was named after Robert Wood Johnson, James Wood Johnson and Edward Mead Johnson. It produced its first products in the year 1886 and incorporated in 1887. The very first president of Johnson & Johnson was Robert Wood Johnson. He attempted to improve sanitation practices. Robert eventually passed away in 1910. Thereafter his brother James Wood Johnson became the new president until 1932. Roberts’s granddaughter Mary Lea Johnson was fortunate enough to become the first face of Johnson & Johnson’s when she was an infant. His great-grandson then shot a documentary called “Born Rich” about the experience of growing up as an heir to one of the world’s greatest organizations, Johnson & Johnson’s.

Business of the organization is affected by many factors. There are some internal and external factors influencing the business. There are many internal and external factors affecting the business environment. Internal factors are related to the SWOT analysis whereas the PESTLE analysis is used to measure the external factors affecting the business. These factors includes

Human resource management is the strategic approach to the management of an organization 's most valued assets - the people working there who individually and collectively contribute to the achievement of the goals of the business (Armstrong, M., 2006). In other words, human resource management is a to work with employees, and for the employees, to help them solve their problems. Therefore, human resource is a complicate department, as they deal with people who already work there, they also deal with several issues which happen among new employees, such as recruitment, selection and so on. Nowadays, employee retention becomes one of the most significant issue in the organizations, and managers are aiming to find the best employees

It is wide known that Ryanair provides low salaries, which can only be balanced through productivity-based pay motives. For instance, it gives commissions for on-aircraft sales of products for flight attendants

Recruitment and selection is one of the most important management functions. The whole process represents a significant investment in both financial and other resources. Recruitment and selection are two of the most important functions of personnel management. Recruitment procedure selection and helps in selecting a right candidate.

Back in 1984, Beer et al developed the Harvard model of the HRM. Beer et al believe that the human resource is passes many of pressures nowadays, therefore, eliminating the pressures is required. These pressures could be eliminating by having a long-term perspective in terms of controlling people and potential assets rather than just variable costs. As a result, Beer et al approach the Harvard Model of the HRM. The purpose of this model is to solve the pressures that may occur in the HR of any organizations; these pressures include all management decisions that will affect the relationship between the organizations and their workers, in addition to a clear plan for the HRM policies and procedures by the manager of

This case study illustrates how metro’s recruitment and selection processes with effective leadership and helping the company to achieve its mission.

HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998).

External recruitment is a long process. It consumes a lot of time and energy from the HRM Function to handle all the job candidates in the selection process. And, wide range of candidates apply for jobs, so management really must be more conscious about selection and this processing takes longer time than others. (Ref : Jonson P 2013 IKEA)

The first few steps in recruitment should be fairly straightforward. It is important for the organisations HR department to know how many position within the company are free, and what necessary skills and abilities are needed