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Here are the top 10 artifacts!
Select 3 artifacts to reflect upon in 5-7 sentences each (using the Add comment feature in this HR Gallery).
Comment here, evaluate how the human resources concept symbolized by each artifact applies to the real-world workplace, and your future as a manager and leader.

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noun

· harassment (typically of a woman) in a workplace, or other professional or social situation, involving the making of unwanted sexual advances or obscene remarks.

With the recent scandals involving high profile sexual harassment cases, this topic is more essential than ever to discuss with your employees. Sexual harassment in the workplace cannot be tolerated.

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It takes people of all ages, abilities, cultures and personalities to really look at work from a number of different perspectives. Diversity is essential for any organization. I really liked this analogy that I found on line about it below:

"Just as individuals don’t want to put all of their 401(k) money into one type of investment, employers don’t want to place the future of their companies in the hands of one type of employee."

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Simply training employees for two weeks and releasing them on their own has proven the wrong way to do things. Onboarding procedures are more comprehensive and introduce employees to the company's culture and values. This graphic gives some good examples of the first 90 days for a new employee.

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since the mid-1950's, labor unions in the U.S. have been dealing with problems attracting new members. Still millions of American workers belongs to labor unions, union membership as a percentage has continued to decline at a steady rate. The percentage of the wage that belongs to labor unions in the U.S. has dropped from 26% in 1977 to 12.4% now today. If the government employees were excluded from this then the percentage would be less than 10% of all wage and salary employees in a private industry would belong to the labor unions.

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Scientific Management is the structuring of individual jobs to maximize efficiency and productivity of work. This actually pretty new, and has only been around for about 100 years. Early management pioneers such as, Robert Owen, Mary Parker Follette and Huge Munsterberg were the ones that studied the effects of management in the work place. Studies such as what effects the "flow" of the workplace; like movement and placement of things. All of this is a part of the evolution of human resource function.

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The five mistakes are:

Job discrimination

Age discrimination

Disability discrimination

Fair labor and family medical leave act.

Any of these can lead to serious trouble and fines if management does not follow all possible protocols.

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-One reason is that nature of the job. People find challenging jobs more satisfying.
-Pay and benefits is another big reason. This is all a perceptions which may be incorrect as individuals tend to compare themselves to others.
-Finally, supervisors and co-workers. If co-workers do not share values and work ethic the attitudes can clash and can cause dissatisfaction. If a supervisor lacks leadership abilities employees can become frustrated.

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Outsourcing in a company refers to when a company contracts other companies to perform certain task for the company like human resource management, payroll, computer aided designs, and research. Some benefits of outsourcing are; getting a job done at a lower cost, increased efficiency due to the outsourced company bringing in years of experience, and saving on recruiting and training due to access to skilled resources.

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It is very common for conflicts to arise in the workplace and needs to be dealt with as soon as possible. Conflicts will decrease production and lower the motivation of the employees. HR needs to understand the reasons behind the conflict in order to resolve them before it becomes costly to an employee or the organization.

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The right of employees to be free from discrimination in their compensation is protected under several federal laws, including the following enforced by the U.S. Equal Employment Opportunity Commission: the Equal Pay Act of 1963