As a kid, Al Snow was one of those devoted fans – and he went on to spend more than 35 years in the wrestling industry. I’m really happy that he’s written an autobiography, because I loved his work as a performer. However, Snow’s story is particularly intriguing, because (more…)
By Kelly Anne Griffin In the spring of 1919, tensions boiled over in Winnipeg. Social classes were divided by both wealth and status. Labourers gathered in a common front, and ideas about workers’ rights spread. Canada’s largest strike and its greatest class confrontation began on May 15. Even though changes were slow to come in the […]
Jobs in “human resource management” – the part of organizations that manages employee-related functions such as hiring, training, and pay – are becoming more professionalized. Professional designations such as Certified Human Resource Professional, which require human resource (HR) practitioners to demonstrate specific HR-related knowledge and skills, are becoming more common among HR staffers. But at the same time, working conditions for many employees are becoming worse.
This doesn’t make sense, because most human resource management (HRM) professional associations have codes of practice that explicitly state HR professionals should promote ethical and fair treatment for workers. For example, the guidelines of the US Society for Human Resource Management’s code of professional responsibility include “strive to achieve the highest levels of service, performance, and social responsibility” and “advocate for the appropriate use and appreciation of human beings as employees”.
Also, the concept of “socially responsible HR” has emerged as part of discussions of corporate social responsibility (CSR) – the idea being that organizations have responsibilities to society as well as to their stakeholders, and that HR practices within the organization should align with an overall CSR strategy by encouraging fair treatment of employees. So if organizations have publicly committed to making positive contributions to society, but at the same time are allowing their own employees to be disrespected and mistreated, why aren’t HR practitioners doing something about it?
Two research studies – one from 2013, one just published – have explored that very intriguing question. The two studies (more…)