Open Access. Powered by Scholars. Published by Universities.®

Labor Relations Commons

Open Access. Powered by Scholars. Published by Universities.®

Articles 1 - 27 of 27

Full-Text Articles in Labor Relations

Why Are Baby Boomers Staying Employed?, Janelle Gaines Oct 2016

Why Are Baby Boomers Staying Employed?, Janelle Gaines

Cornell HR Review

[Excerpt] The current generation of retirement eligible workers are staying in the workplace significantly longer than previous generations. As people live longer, they opt to remain in the workplace longer in order to continue earning income and stay engaged mentally. The current and projected future changes in eligibility for Social Security retirement benefits also contributes to the shifting of workplace demographics to much older than the past. Many are continuing to work well into their 60s and 70s. Some of these older workers are switching jobs hoping to be repositioned somewhere that offers new beginnings—perhaps less stress, more flexibility ...


A New Role For Human Resource Managers: Social Engineering Defense, Scott Seidenberger Sep 2016

A New Role For Human Resource Managers: Social Engineering Defense, Scott Seidenberger

Cornell HR Review

[Excerpt] The general risk of social engineering attacks to organizations has increased with the rise of digital computing and communications, while for an attacker the risk has decreased. In order to counter the increased risk, organizations should recognize that human resources (HR) professionals have just as much responsibility and capability in preventing this risk as information technology (IT) professionals.

Part I of this paper begins by defining social engineering in context and with a brief history pre-digital age attacks. It concludes by showing the intersection of HR and IT through examples of operational attack vectors. In part II, the discussion ...


Physical Extensions Of Corporate Culture, David Dellapelle Aug 2016

Physical Extensions Of Corporate Culture, David Dellapelle

Cornell HR Review

[Excerpt] According to Merriam Webster’s dictionary, “culture” was the most popular word of 2014. Corporate boardrooms have been facing a bit of a culture shock, not in the traditional sense of the term, but because of the emphasis currently being placed on initiatives to enhance company values and norms. Deloitte developed new research which explains that culture, engagement, and employee retention are not only the top "talent" issues confronting executives todays, but rather they are widely known to be some of the top overall strategic issues in present-day business. The standard 20th century career path of a college graduate ...


The Potential Of Data Envelopment Analysis (Dea) In Labor Adjustment Policy, Intae Choi Nov 2015

The Potential Of Data Envelopment Analysis (Dea) In Labor Adjustment Policy, Intae Choi

Cornell HR Review

[Excerpt] Through labor-management policy, the management is responsible for establishing mutually beneficial relations between workers and employers. Establishing proper relations from the perspective of the worker refers to protecting workers’ rights by guaranteeing their quality of life. Areas of labor-management policy set by management include those that appropriate wages and labor conditions; stipulate and settle collective relations between management and workers; and establish industrial safety and workers’ compensation. Management also sets employment policies related to labor welfare, vocational training, employment security, maintenance of employment agencies, and other policies that push forward human resource development.

When setting these policies, management seeks ...


Leadership: An Hr Leader’S Perspective, Benjamin Teusch Oct 2015

Leadership: An Hr Leader’S Perspective, Benjamin Teusch

Cornell HR Review

[Excerpt] In September 2015, the Human Capital Association (HCA) hosted its 13th Annual Symposium. The HCA is a student-run organization within the Samuel Curtis Johnson School of Management and the School of Industrial and Labor Relations, both at Cornell University. The HCA strives to drive the future of the HR profession through educational and professional development opportunities across the Cornell community. Its annual symposium provides a forum for students, faculty, and corporate executives to come together and explore the various human capital issues prevalent in global business.

The theme for the 2015 HCA Symposium was “Leadership: A Management Perspective on ...


The Role Of Human Resources In Developing Diverse Leadership Paradigms, Randy Markush-Hallman Oct 2015

The Role Of Human Resources In Developing Diverse Leadership Paradigms, Randy Markush-Hallman

Cornell HR Review

[Excerpt] As US-based companies continue to expand internationally, it is critical that the HR function plays a major role in developing a leadership paradigm that can be effectively leveraged by the entire company and considers diverse or “non-western” styles of leadership. HR must be mindful of three key considerations when establishing this leadership paradigm. First, they should aim to create a standardized model of leadership across all regions the company operates within. Second, and just as importantly, the model must be flexible enough to allow leaders in different regions to make adjustments based on cultural differences, different regulatory and economic ...


Sieving Through The Data To Find The Person: Hr’S Imperative For Balancing Big Data With People Centricity, John Lipkin Sep 2015

Sieving Through The Data To Find The Person: Hr’S Imperative For Balancing Big Data With People Centricity, John Lipkin

Cornell HR Review

[Excerpt] With “big data” and “analytics” atop human resources (HR) professionals’ dictionaries, it is no wonder that some are calling it time to think of employees as data points and to scientifically make people decisions. These beget horrific images of what many employees already believe HR promotes: incessant change and downsizing solely for profit maximization.

Yet, for HR to genuinely transition into the world of data-driven people solutions, it must leverage its roots in employee advocacy, understanding, and development. To best do this, HR must undertake three actions. First, HR can ease into people analytics, using the necessary time and ...


The Theoretical Implications Of Hr On A Growing Corporation, Marc Getzoff Sep 2015

The Theoretical Implications Of Hr On A Growing Corporation, Marc Getzoff

Cornell HR Review

[Excerpt] There seems to always be the issue of business size versus business agility. Time and time again businesses have fallen behind due to their sheer size, along with their inflated bureaucracies and their inability to further innovate. However, that does not necessarily have to be the case. Through strong human resource management, the corporation can grow and remain capable of advancing and innovating. Stronger worker coordination, creating entertaining competitions, and forming measures of inclusion for those who are added to the workforce allow an organization to be agile while growing.


A Multilateral Approach To Bridging The Global Skills Gap, Matthew P. Olson May 2015

A Multilateral Approach To Bridging The Global Skills Gap, Matthew P. Olson

Cornell HR Review

[Excerpt] In 2012, McKinsey & Company forecasted a troubling outlook on the labor market through the year 2020. The report highlighted three talent shortages across the globe: nearly 40 million too few college educated workers in the global labor market; a 45 million shortfall of workers with secondary and vocational education in developing countries; and up to 95 million workers that lack the skills needed for employment in advanced economies. This global crisis is known as the skills gap. It impacts nearly every industry, job and employer. Simply put, critical talent supply will fail to meet employment demand in the coming decade. Such an imbalance can be crippling to economic progress, put strain on governments, and leave millions unemployed


Redefining The Internship In The Face Of Legal Realities And Economic Valuations, Magdalena Lorenz, Wade L. Thomas Apr 2015

Redefining The Internship In The Face Of Legal Realities And Economic Valuations, Magdalena Lorenz, Wade L. Thomas

Cornell HR Review

[Excerpt] College internship programs have received considerable attention in the past four years since the U.S. Department of Labor (the “DoL”) issued a fact sheet aimed at educating employers and schools about the application of the Fair Labor Standards Act (the “FLSA”) to such programs. Highly publicized law suits followed. The prevailing view that seems to be emerging is that an intern, who works alongside paid employees and performs productive work for an employer, should be treated as an employee and paid at least the applicable minimum wage. While the debate is far from being settled, one thing is ...


Bill Dirksen – Cornell Campus Visit, Adam Kirsch Apr 2015

Bill Dirksen – Cornell Campus Visit, Adam Kirsch

Cornell HR Review

[Excerpt] On March 24, 2015, Bill Dirksen joined ten students from Cornell’s School of Industrial and Labor Relations for a lunch and career chat. An alumnus of the school’s graduate program (1985), Dirksen came to Cornell after graduating from the University of Notre Dame with an economics degree. He currently serves as Vice President for Labor Affairs for Ford Motor Company. He is a key negotiator for the firm, and has been responsible for both internal and external labor relations and human resources. He has also worked in a number of Ford business units and locations, including a ...


9th Annual National Hr In Hospitality Conference & Expo, Maud Lindseth Mar 2015

9th Annual National Hr In Hospitality Conference & Expo, Maud Lindseth

Cornell HR Review

[Excerpt] As a graduate student at The School of Hotel Administration, I had the pleasure of attending the 9th Annual National HR in Hospitality Conference & Expo. The conference was held at Caesar’s Palace in Las Vegas, Nevada from March 16-18 and attracted HR and labor and employment relations professionals from all sectors of the industry. It was a great opportunity to network with and learn from key industry leaders such as Robert Mellwig, EVP of Really Cool People at Destination Hotels, Alan Momeyer, VP of HR at Loews Corporation, and Ellen Dubois du Bellay, SVP of Learning and Talent ...


Navigating Leadership In U.S.-Based Multinationals, Jacob Goodapple Feb 2015

Navigating Leadership In U.S.-Based Multinationals, Jacob Goodapple

Cornell HR Review

[Excerpt] U.S.-based organizations once found a competitive advantage in going multinational and leveraging resources and markets their competition could not access. But in today’s market, simply going global is no longer enough to provide that advantage. Organizations must now adapt to create more global connectivity and an integrated workforce. This is the new way to achieve a competitive advantage, but it does not occur without first hurdling several obstacles.


21st Century Human Resources: Employee Advocate, Business Partner, Or Both?, Chris Maugans Esq. Feb 2015

21st Century Human Resources: Employee Advocate, Business Partner, Or Both?, Chris Maugans Esq.

Cornell HR Review

[Excerpt] The human resources (“HR”) field can be segmented into three eras. The first era developed in the late 19th century out of labor tensions as public concern grew due to the sometimes violent relations between employers and employees. Some characterize HR’s beginning as a managerial function as well as a steward of the employee experience. As labor and employment laws were enacted HR was also tasked with ensuring firms’ legal compliance. Over time, HR moved into a second era where it developed knowledge in employment staffing activities such as recruitment, training, compensation, and benefits.In the 1980s, the ...


Understanding Adr, Jacqueline Yonover Jan 2015

Understanding Adr, Jacqueline Yonover

Cornell HR Review

[Excerpt] This essay provides a concrete understanding of Alternative Dispute Resolution (ADR) by analyzing Owen Fiss’ article Against Settlement. Additionally, this essay provides insight regarding the role that the Human Resources (HR) function plays in the context of the dispute resolution process. Part I begins by introducing the concept of ADR. Part II provides an overview of Fiss’ overarching argument presented in Against Settlement. Part III expands on Part II by discussing the three components that make up Fiss’ argument. Part IV concludes by addressing the importance of understanding conflict management and dispute resolution from the perspective of HR professionals.


The Effects Of The Affordable Care Act On Large Employers And The Impact On The Human Resources Function, Maksim Spivak Dec 2014

The Effects Of The Affordable Care Act On Large Employers And The Impact On The Human Resources Function, Maksim Spivak

Cornell HR Review

[Excerpt] The purpose of this paper is to explore how Fortune 500 companies have been affected by the passing of the Affordable Care Act (ACA). More importantly, this paper will explore what strategies companies have adopted, and what the legislation means to the following stakeholders: company boards, executives, managers, employees, the Human Resource function, and the Benefits staff.


Changing Course To Stay In Power At The University Of Virginia: A Coalition Theory Perspective, Steven Conaton Nov 2014

Changing Course To Stay In Power At The University Of Virginia: A Coalition Theory Perspective, Steven Conaton

Cornell HR Review

[Excerpt] For several weeks in the summer of 2012 the University of Virginia became the center of national media attention in America because of the forced resignation of the university’s first female president. Teresa Sullivan, a highly reputable academic administrator, had been hired as president in 2010 with a 5 year contract by the unanimous decision of the Board of Visitors, UVA’s formal leadership body. Yet on June 8, 2012 the Board of Visitors forced Sullivan to resign from her position as president by a vote of 15 to 1—without any warning or prior indication of dissatisfaction ...


From Measurement To Ownership: The Evolution And Organizational Implications Of Modern Performance Management, Laura Wendt Nov 2014

From Measurement To Ownership: The Evolution And Organizational Implications Of Modern Performance Management, Laura Wendt

Cornell HR Review

[Excerpt] At the core of performance management and human resources more generally is the idea that people make the difference in organizations. Research has shown time and time again that effective deployment of human capital is a key differentiator in business. People, and more specifically their distinct knowledge and skills, function as the most reliable source of competitive advantage for companies in today’s economy. Realizing the need for continual development of the workforce, American companies spent an estimated total of $164.2 billion, or $1,196 per employee, on workforce training and development in 2012. Effective performance management has ...


The Business Partner Balancing Act: An Analysis Of Alternative Employee Advocacy Practices In The Modern Hr Function, Matt Olson Oct 2014

The Business Partner Balancing Act: An Analysis Of Alternative Employee Advocacy Practices In The Modern Hr Function, Matt Olson

Cornell HR Review

[Excerpt] Over the past 15 years, human resource (HR) organizations shifted to “business-based HR” or “business partnering,” as firms adopted a three-legged HR functional design comprising shared services, centers of expertise and HR business partner roles. This new structure offers a firm additional HR value by freeing the business partner of administrative work and leveraging technology to automate and centralize human resource processes.


Realizing The Potential Of Strategic Human Resource Management: Employee Self-Advocacy In The Information Age, Steven Conaton Sep 2014

Realizing The Potential Of Strategic Human Resource Management: Employee Self-Advocacy In The Information Age, Steven Conaton

Cornell HR Review

[Excerpt] Human Resources has an identity crisis. The HR function is increasingly called upon to be a strategic business partner but this role is often in conflict with HR’s long-held identity as the firm’s employee advocate. Contemporary Strategic Human Resource Management (SHRM) initiatives seek to maximize human capital, align strategic fit throughout an organization and increase the firm’s profits; these initiatives are not designed to directly further the interests of the firm’s employees.[1] HR functions that try to simultaneously act as strategic business partners while maintaining their employee advocacy identity inevitably suffer from a lack ...


Privately Funded Family Medical Leave?, Bernie D. Jones Aug 2014

Privately Funded Family Medical Leave?, Bernie D. Jones

Cornell HR Review

[Excerpt] Women’s greater participation in the workplace spurred support for the Family Medical Leave Act of 1993. Nonetheless, advocates have not gained what they desired the most: a program of federally funded paid family medical leave and wage replacement. American social insurance models that offer paid family leave through workers’ compensation benefits has been effectuated in states like California, Rhode Island and New Jersey, but it is time to consider an alternative: privately funded family medical leave pensions similar to 401(k) plans authorized by the Internal Revenue Code[1] or the Traditional IRA[2] and Roth IRA plans ...


Throwing Out The Baby And Weighing The Bathwater: The Nonsense Of Executive Compensation Oversight, Wynn Willard May 2014

Throwing Out The Baby And Weighing The Bathwater: The Nonsense Of Executive Compensation Oversight, Wynn Willard

Cornell HR Review

[Excerpt] CEO pay averages less than 2.5% of after-tax earnings of S&P 500 companies,[i] making it a rounding error on the corporate profit and loss statement (P&L), but it makes headlines and may be the one thing that rouses the passions of those otherwise uninvolved with the corporation.[ii] It is axiomatic that any given issue of The Wall Street Journal reports companies losing money on this or that, yet daily reports of spending far exceeding amounts paid to the CEO or the entire executive team do not generate Congressional action or public rebuke. Further, it ...


Thinking Win-Win: Boosting Profitability Through Gender-Balanced Flex-Time, Gabriela Steier Aug 2013

Thinking Win-Win: Boosting Profitability Through Gender-Balanced Flex-Time, Gabriela Steier

Cornell HR Review

[Excerpt] Setting working mothers free from the gridlock of inflexible “all-or-nothing” workplaces[1] can unleash the tremendous potential of female leadership qualities and create win-win[2] situations for both employers and employees. When human resources managers create such win-win situations, they can boost efficiency, productivity, profitability, and ultimately increase their company’s bottom line. The key to this strategy consists of attracting and maintaining female talent in the market by implementing mother-friendlier time management. This article analyses the business case for women in terms of gender-balanced leadership, and evaluates flex-time block-schedules as a corporate management strategy to achieve the goals ...


Hr As A Strategic Partner In Redefining And Reexamining Supply Chain Labor Standards, Hilori Kaloti Aug 2013

Hr As A Strategic Partner In Redefining And Reexamining Supply Chain Labor Standards, Hilori Kaloti

Cornell HR Review

[Excerpt] In today’s global marketplace, organizations no longer operate with linear supply chains or manufacturing models. The issue of global labor standards has been a debated topic since the 1990’s and industry supply chains continue to provoke discussions around labor standards and improving worker conditions[i]. Nike presents the classic example of an organization that exploited its outsourcing model and was ultimately forced to take accountability for its actions in the 1990’s. Today’s millennial generation alongside consumer groups is now addressing Steve Job’s legacy, Apple and its primary supplier, Foxconn. On June 14th 2012, a ...


The Baby Boom Bust: Strategies To Overcome Retirement Brain Drain, Joe Redlitz Jun 2013

The Baby Boom Bust: Strategies To Overcome Retirement Brain Drain, Joe Redlitz

Cornell HR Review

[Excerpt] As Corporate America struggles to emerge from the depths of the recession, another crisis awaits them over the horizon with the imminent retirement of the baby boomers. In 2011, this generation’s oldest members turned 65 with approximately 10,000 more expected to join them every day over the next two decades[1]. Current estimates state that 25 million baby boomers will be retiring by 2020, representing 40% of the U.S. workforce. While these figures seem overwhelming, the greatest shock comes from the fact that many companies have not assessed how this will affect their business. In a ...


Labor Rights, Associate Duties, And Transnational Production Chains, Faina Milman-Sivan, Hanna Lerner, Yossi Dahan May 2013

Labor Rights, Associate Duties, And Transnational Production Chains, Faina Milman-Sivan, Hanna Lerner, Yossi Dahan

Cornell HR Review

[Excerpt] In this article we propose to contribute to the philosophical debate on global justice by viewing labor relations as a type of association which implies moral commitments among its participants. We argue that such a view of associative duties justifies a cosmopolitan approach to labor standards, calling for the regulation and enforcement of labor rights beyond the limited borders of the nation-state. Since the 1980s, the debate on global justice has by and large focused on the question of whether the principles of justice should be extended beyond the political boundaries of a sovereign nation-state.[1] Current theories of ...


Personality Tests In Employment Selection: Use With Caution, H. Beau Baez Jan 2013

Personality Tests In Employment Selection: Use With Caution, H. Beau Baez

Cornell HR Review

[Excerpt] Many employers utilize personality tests in the employment selection process to identify people who have more than just the knowledge and skills necessary to be successful in their jobs.[1] If anecdotes are to be believed—Dilbert must be getting at something or the cartoon strip would not be so popular—the work place is full of people whose personalities are a mismatch for the positions they hold. Psychology has the ability to measure personality and emotional intelligence (“EQ”), which can provide employers with data to use in the selection process. “Personality refers to an individual’s unique constellation ...