HR Essay for 1 Hour Writer

Annotated Bibliography Template

Criterion prompts to consider for bibliography content:

· Brief statement regarding the author and his/her credentials as an authority.

· A crisp statement regarding the relevance of this article for your topic.

· A salient or meaningful quote from the article that you would likely cite if you were to write an essay on this topic. (Do not include this section in your final document — provided here only for instructional purposes. Your paper will have the above title and start with the below section)

· Examples of what to do on page three.

· Min. 250 words in APA fromat

The article for review is the following:

http://www.businessinsurance.com/article/20140105/NEWS03/301059979

Annotated Bibliography

Statement of Topic

Kiyonaga (2004) suggests that, “the aging of the largest generation the United States has ever known will affect every social institution from employment to health care. Precisely what the impact will be is, like all future events, still a matter of prediction. That there will be a major impact is not” (p. 357). This paper will seek to provide a perspective on the aging of the workforce with specific attention given to; the potential roles available for the aging worker, the training available and offered the aging worker, explore implications for the organization and finally the role the strategic HR function plays in propelling the organization forward in dealing with this issue.

Kondrasuk, A., Moore, H.L., & Wang, H. (2001). Negligent Hiring: The emerging

contributor to workplace violence in the public sector. Public Personnel

Management, 30(2), 185. Retrieved from http://proquest.umi.com/pqdlink?did=74623315&Fmt=2&clientId=20655&RQT=309&VName=PQD

This article contributes significant and relevant statistics which confirm the pervasiveness of violent incidents in general. The National Institute of Occupational Safety and Health (NIOSH) found that 20 persons were murdered at work every week. Nationally, homicide is the second highest overall cause of workplace-related deaths; for female workers, homicide is the leading cause of workplace deaths. Workplace violence now accounts for 15 percent of the more than 6.5 million violent acts experienced by U. S. residents who are age 12 or older. (para 7). Kondrasuk provides information also related to a suggested cause or contributor to the violence – negligent hiring practices. Numerous suggestions are given throughout the materials researched for the paper, giving additional thought to the causes of workplace violence. However, Kondrasuk gives weight to not only a passing platitude, but supports the concept of negligent hiring with law and concurrent tort law claims.

Smith, S. (2002). Workplace violence. Professional Safety, 47(11), 34. Retrieved from

http://proquest.umi.com/pqdlink?did=239545531&Fmt=2&clientId=20655&RQT=309&VName=PQD

Smith (2002) gives critical analysis to the topic of workplace violence and highlights how ill prepared most U.S. companies are when faced with the reality of violence. In the research, she provides several real world examples of workplace violence, the behavioral backgrounds and pre-incident behaviors of the employees committing the violent acts. Smith (2002) further contends that, “employers have both a legal duty and moral obligation to provide a safe workplace” (p. 39). In addition to this insight the article contributes to the impact, causes and prevention of workplace violence. The suggestions are pliable to most any organization.

Continue for remaining resources…

Dunning, M. (2014, January 5). Employee Assistance Programs Underutilized By Employees. Business Insurance. Retrieved November 6, 2014, from http://www.businessinsurance.com/article/20140105/NEWS03/301059979

In his article, Matt Dunning (2014), an Associate Editor at Business Insurance, asserts that “lack of information may contribute to perceived mental health stigma” (Dunning, 2014, January 5, 2014). The author draws from multiple research studies to establish and report that Employee Assistance Programs (EAP) can successfully reduce the critical impacts of depression, work related stress, and other mental health problems, but unfortunately, based on research, only 3-5% of employees use EAP-based mental health services. Dunning (2014) asserts that despite the high popularity of EAP among employers, employees comparatively underuse stress and mental health services because of poor communication regarding the services EAP provides to employees and their families. The author uses his long experience in investigative report to find that some employees do not even know their employers offer EAP benefits due to strained communication channels between employers and employees. Although the author is not an expert in the area, he makes an effort to establish from “several benefits and human resources experts” that the stigmatization associated with mental health issues and the use of EAP also contribute to the underutilization. More specifically, most employees associate EAP with substance abuse or management issues, but not with stress and mental health problems. Besides, depending on industry and location, employees may not openly show that they have stress or mental health problems, which prevents them from seeking help, hence contributing to the underutilization of EAP services. For instance, “Outside of major cities, especially places like New York and Los Angeles, the idea that you might have a psychiatric disorder is still something most people—particularly men—aren’t likely to admit” (Dunning, 2014, January 5, 2014).