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 309,897,000
 

 
 
    

    
   
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WHITE HOUSE
G Ethniity (2008)
Whit 79.8%
Afri n Amri n 12.8%

Asi n Amri n 4.5%

N tiv Amri n 1.0%


nd Al sk N tiv

N tiv H  ii n nd P ifi Isl ndr 0.2%

Multir i l 1.7%
Hisp ni (of ny r ) 15.4%
ŒAPITAL - WASHINGTON D.Œ.
LAGGEST ŒITY - NEW YOG
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 9.5% (Jun 2010)
 º    

3.0% (1Q 2010)
[-2.4% (2009)]
 ñ 
 
     1.1% (Jun 2009 ± Jun
2010)
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1. Th l ding n tion l portrs
2. Th top businss srvis
3. World l drship in m ny sophisti td industris
4. Th v st mount of r bl l nd nd rsrvs of n tur l
dposits
5. Th highst produtivity r t of orkfor
. Strong infr strutur supporting businss
7. B si sintifi rs rh nd GD dpt.
8. Lss govrnmnt intrvntion in m rkt
9. Highst onomi-st bility
10. Th por of unions is rl tivly lss
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 -Ph rm uti ls - Johnson  Johnson,
Gl oSmithlin
 -Soft r - Mirosoft,IBM,Dll
 -Srvis - Am,BOA
 -Eltronis - Thomson,
 -Enginring -Ford
 -Astronomi l - NASA
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 High nd r pidly groing intgr tion of HG nd
businss str tgy
 HG mtris g ining popul rity
 G pid groth of HG pl nning in firms
 Gol of HG is mor str tgi in srvi industry
th n in mfg. firms
 Dntr liz tion of dministr tiv HG funtions,
but ntr liz tion of str tgi funtions
 Inr sing trnds of outsouring HG ross th
bordrs
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GEŒGUTIMENT SELEŒTION
 Inform l rruiting Appli tion lttrs
 Form l rruiting ΠGsums
Appli tion Forms
 T rgting
Psyhologi l Tsts
Aptitud Tsts
Emotion l Quotint
 A sns of purpos
 Œonntion
 Appri tion
 Œontrol
 Fun
 Prid
 Minimum  gs r $7.25 in hour

      
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10% Not ovr $1,750 Not ovr $8,375


15% $1,750 â¼³ $8,000 $8,375 â¼³ $34,000
25% $8,000 â¼³ $137,300 $34,000 â¼³ $82,400
28% $137,300 â¼³ $209,250 $82,400 â¼³ $171,850
33% $209,250 â¼³ $373,50 $171,850 â¼³ $373,50
35% Ovr $373,50 Ovr $373,50
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 Lo pnditur on form l nd inform l tr ining

 Profssion ls nd m n grs riv mor tr ining


th n skilld r fts or prodution orkrs
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Flibl hiringtrm poliis

TmpP rt-tim orkrs inorpor td


into st ffing str tgis to rdu nd
for l yoffs

Usd s  y to mt dm nd


h ngs

# of TmpPT mploys dr sing


(mor FT mploys bing hird)

OUTOME = HIGH ENF


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 mss in ommun l r s (25 pr nt)
 intrusiv nois (21 pr nt)
 smlls inluding prfum, food or smok (20 pr
nt)
 ovrus of prson l ltronis during mtings
(15 pr nt)
 politi l onvrs tions (12 pr nt)
 misus of m il (12 pr nt), nd
 prson l us of soi l mdi sits (12 pr nt)
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Th Dp rtmnt of L bor's Unmploymnt Insur n
(UI) progr ms provid unmploymnt bnfits to
ligibl orkrs ho bom unmployd through no
f ult of thir on, nd mt rt in othr ligibility
r uirmnts.
 Dis str Unmploymnt Assist n

 Th Unmploymnt Œompns tion for Fdr l


Employs
 Unmploymnt Œompns tion for E-Srvi
mmbrs
 Etndd Bnfits
 Th Oup tion l S fty nd H lth Administr tion
(OSHA). S fty nd h lth onditions in most priv t
industris r rgul td by OSHA or OSHA- pprovd st t
systms.

 N rly vry mploy in th n tion oms undr OSHA's


jurisdition ith som ptions suh s minrs, som
tr nsport tion orkrs, m ny publi mploys, nd th
slf-mployd.

 In ddition to th r uirmnts to omply ith th


rgul tions nd s fty nd h lth st nd rds ont ind in
th OSH At, mployrs subjt to th At h v gnr l
duty to provid ork nd orkpl  fr from rognizd,
srious h z rds.
 Most of firms r p rtnrship(priv t)

 Lss ntr lizd or dntr lizd-m king nd


ontrol systms
 Tight org niz tion l strutur
 Dmor ti nd olltiv dision nd
m n gri l styl
 G tion l pl nning
 Œrdit systms link gs  h othr in th soity
 Employ Assignmnt Lo funtion l flibility,
Modr t Fin ni l flibility, High trn l
numri l flibility (firingl yoff is ommon, high
union),High intrn l numri l flibility
 Employ Œomptnis Edu tion do not
prp r popl for ork
 Employ Bh viors Lo org niz tion l
ommitmnt, Lo trust btn mploys 
mployr
 Employ Motiv tion Not so illing to s rifi
prson l liv for m king mor mony
 Str tgi p rtnr Employ involvmnt high nd
for th improv of produtivity.
 7% omp ny illing to sh r fin ni l inform tion.
 Gl tivly strong union.
 Sh rholdr  Invstor v lu High
tr nsp rny,ŒEO rsponsibl, Listing ll
ontrolld
 Org niz tion v lu Fulfill multi-st kholdrs
 Œustomr v lu High ustomr right, Mor on
nds (b nking)
 Employ v lu Attr td nd rt ind by tr in 
dvlopmnt, flibl ork shdul, bov
m rkt p y, omptnis, nd group inntivs
 Soity v lu Strong govrnmnt intrvntion.
Œomp nis v lu ommunity s on of th
st kholdr.
 HG Link g to th nds of th firm Str tgy HG
m n gmnt is highly rommndd ith pris
stps of ppli tion in bout 20% of Fortun 500 firms
 ³Th str tgy-fousd org niz tion´
 ³Th HG sor rd´
 ³Hum n Gsour Œh mpions´
 %   !  !  ) 
  

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 Upon trmin tionof mploymnt, som orkrs nd
thir f milis (ho might othris los thir h lth
bnfits) h v th right to hoos to ontinu group
h lth bnfits providd by thir group h lth pl n for
limitd priods of tim.

 Employrs m y lso b r uird to provid notis to


thir mploys undr thŒonsolid td Omnibus
Budgt Gonili tion At (ŒOBGA) nd th H lth
Insur n Port bility nd Aount bility At (HIPAA).
Also, for inform tion on h lth insur n ovr g
undr th F mily Mdi l L v At (FMLA) upon
trmin tion,
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Mdi tion nd Arbitr tion
   


 Thr of th most ommon rbitr tion ppro hs for


rsolving  g-rl td issus inlud

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*Th US h s subst nti l omptitiv dv nt g ovr t l st h lf th
mmbr st ts of th EU, t $17.50.
* #            # 
 AFL-ŒIO
 Amri n Fdr tion of Musii ns
 Amri n Fdr tion of T hrs
 Industri l Workrs of th World ("Wobblis")
 Intrn tion l Assoi tion of M hinists nd Arosp 
Workrs
 Intrn tion l Brothrhood of Eltri l Workrs
 Intrn tion l Brothrhood of T mstrs
 Intrn tion l L dis G rmnt Workrs Union
 Intrn tion l Longshormn's Assoi tion
 N tion l Edu tion Assoi tion
 N tion l F rmrs Union
 Unitd Auto Workrs