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HRPP Annotated Bibliography
Human Resource Policy Project Annotated Bibliography Assignment
BUSI642
Human Resource Policy Project Annotated Bibliography Assignment
Biswas, A., Begum, M., Van Eerd, D., Smith, P. M., & Gignac, M. A. M. (2020).
Organizational perspectives on how to successfully integrate health promotion
activities into occupational health and safety. journal of occupational &
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HRPP Annotated Bibliography
environmental medicine, 63(4), 270–284
https://doi.org/10.1097/jom.0000000000002087
This article examines barriers and facilitators of implementing integrated worker
health approaches in the existing occupational health and safety activities. According
to the authors, chronic illnesses such as heart disease, diabetes, and cancer are major
causes of deaths and disabilities globally, which among workers are the leading cause
of workplace accidents. The study suggests that implementing an integrated work
health approach helps alter workplace programs and policies to protect employees
from work-related accidents and enhance their health and well-being. For example,
implementing programs protecting workers from exposure to job-related chemicals
such as cancer-causing and smoking reduction programs. However, the authors note
the need for more research since the study mainly focuses on Canada, where an
integrated health approach is in the early implementation stage.
de Bloom, J., Syrek, C. J., Kühnel, J., & Vahle-Hinz, T. (2022). Unlimited paid time off
policies: unlocking the best and unleashing the beast. Frontiers in Psychology, 13.
https://doi.org/10.3389/fpsyg.2022.812187
This conceptual review study explores the theoretical and empirical impacts of
Unlimited paid time off policies on workers' well-being, leave utilization, and
productivity. While paid time off benefits workers, the study indicates that unlimited
paid time off is advantageous for a firm in recruiting and retaining talented workers.
Since it enhances workers' peace of mind because this policy allows them to take time
off work when needed. The energy management strategy also indicated that regular
work breaks were fundamental in preventing the depletion of resources during low
energy and distress periods, such as after meeting a significant work deadline. In
exploring the benefits and the implications of unlimited Unlimited paid time off, the
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HRPP Annotated Bibliography
author used the conceptual model labeled "unlocking the best," which indicates that
offering workers the rights over their leave enhances positive outcomes. However,
self-determination theory, also known as "unleashing the beast" in the study, argues
that despite employees' leave autonomy being a well-intended policy, it can also
negatively impact the employee and employer.
Firestone, K. (2018, February 12). Dealing with sexual harassment when your company is
too small to have hr. Harvard Business Review. https://hbr.org/2018/02/dealing-with-
sexual-harassment-when-your-company-is-too-small-to-have-hr
This article discusses how small businesses without HR deal with sexual harassment
and the implication of such events on the company. The author surveyed 57 CEOs'
strategies for dealing with sexual harassment issues in the business. According to the
author, approximately 70 percent reported the implication of sexual harassment issues
on their business. Therefore, 29 of the firms in the study had a written sexual
harassment policy in place. In contrast, 10 had regular sexual harassment pieces of
training, and 14 held a company-wide meeting on the topic with employees. Despite
the concerns about the cost and ineffectiveness of sexual harassment training, the
CEOs acknowledged the need to have written harassment policies in the firm since
sexual harassment allegations could severely harm their businesses. The author
suggests that one way of reducing or dealing with sexual harassment in small firms
without HRs is by eradicating a toxic work culture where the executive is
predominantly male. Establishing a clear sexual harassment policy indicating
unacceptable behaviors and procedures to be followed during an employee's
misconduct and designating clear roles for individuals enforcing these policies
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HRPP Annotated Bibliography
Mankikar, Dr. S. (2012). A critical study on recruitment and selection with reference to hr
consulting firms. Paripex - Indian Journal of Research, 3(3), 108–111.
https://doi.org/10.15373/22501991/mar2014/38
This study focuses on factors affecting HR employees' recruitment and selection
policy. In examining factors affecting the company's recruitment policies, the author
used questionnaires and interviewed various employees in a consulting firm.
According to the author, despite workers' recruitment being one of the costliest
exercises for business, it must be done correctly since business success depends on it.
The findings indicated that most respondents believed recruitment policies are
significant in recruiting a skilled and talented labor force for any company. The study
suggests proper employee recruitment, training, and treatment enhance employee
productivity and retention. With systematic procedures such as planning, attaining
applicants, and screening workers, businesses can acquire workers with the required
skill sets.
Ozeren, E. (2014). Sexual orientation discrimination in the workplace: a systematic review of
the literature. Procedia - Social and Behavioral Sciences, 109, 1203–1215.
https://doi.org/10.1016/j.sbspro.2013.12.613
This systematic literature review of 53 papers explores workplace discrimination
based on Sexual orientation or against gay, lesbian, bisexual, and transgender (GLBT)
employees. The study further discusses the significance of non-discrimination policies
in the business, especially in preventing legal problems in the firm. Despite gender,
ethnicity, and religious diversity in the modern workplace, sexual orientation remains
one of the significant issues leading to discrimination and prejudices. Empirical
research established an existing wage inequality between gay men and heterosexual
men in the labor market. Consequently, discrimination against gay men has severe
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HRPP Annotated Bibliography
implications for business. For example, in 1994, businesses lost approximately $1.4
billion due to reduced productivity. Therefore, implementing non-discrimination
policies in business is essential for its success; for instance, GLBT-inclusion-friendly
policies enhance the company's chances of recruiting and retaining talented and
skilled workers and shielding the business from lawsuits.
Valsecchi, R., Anderson, N., Balta, M. E., & Harrison, J. (2021). Managing health and well-
being in SMEs through an adviceline: a typology of managerial behaviors. Work,
Employment and Society, 095001702110151.
https://doi.org/10.1177/09500170211015113
The authors discuss the role of free occupational health advicelines in implementing
and managing workers' health policies in SMEs. In exploring the adviceline
contribution in implementing and managing health and well-being among SME
workers, the authors focused on business case behavior in understanding workers' and
managers' behaviors towards health at work. According to the article, 99.9 percent of
the United Kingdom's business organizations are SMEs; however, studies indicate that
most are unfamiliar with occupational health services. Thus, leading to poor
compliance rates with occupational health services law. Therefore, the availability of
free government-funded occupational health adviceline services is significant in
enhancing SMEs' knowledge on occupational health and safety implementation to
enhance workers' health and well-being. According to the authors, there are various
barriers to the effective implementation of occupational health policies in SMEs
compared to big organizations, such as negative feelings among employees and
managers towards health and well-being and the reluctance to invest in occupation
health programs by SMEs.
