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Annotated Bibliography Bergman, N.K. & Jenter, Dirk. (2006) Employee Sentiment and Stock Option Compensation.

MIT Sloan School of Management. Many firms are going with firm stock option plans for employees for 401k and ESOP plans. Firms use equity to lower direct compensation costs. Using equity markets sufficiently helps when firm-specific human capital risk is a serious problem. By this process, this product allows firms without positive sentiment the benefactors of positive sentiment towards other firms. This article will be used to showcase how XYZ University offers creative compensation to its employees for long-term retention and performance management.

Grigore, A., Bagu, C. Radu, C. (2006) The Strategic Management Process. Retrieved on December 21, 2010 from

This article states that Performance Management should be a well-designed process to help managers to generate strategic plans. Ambitious targets should be set for employees. Employees should be evaluated and their performance should be tracked and monitored. Employees should have rewards such as a day off and/or a bonus as an initiative. Managers should sit with employees to provide both corrective and complimentary feedback. The feedback should focus on the development in their career and the direction the employee is heading. The Performance

Management process should be integrated into all aspects of human resource management. This article will be utilized to support XYZ Universitys Performance Management technology.

Ingerick, M., B. Dugan & J. Caramagno. (2008). Executive and Senior Leader Development: A Best Practices Review.

This article is an explanation of why some succession planning programs are successful and others are not. Many companies should plan to replace senior leadership to keep the organization continuing with organizational strategy. Leaders tend to be set in their way of running the business and do not want to adapt to change. Business is always changing and staying on top of the new occurrences leads to success. Strategies will need to be changed at times, according to the needs of the business and environment. An organization may need to be taken in a new direction, in order to move forward and stay in business. Senior leadership positions have to possess motivation to learn from experiences and be willing to learn new things. Developing new ideas and helping the company to grow is what is needed in Senior Leadership. Executive Development Programs (EDPs) systematically influence executive development to help the leaders of the company to meet the challenges they will face. An internal EDP is the most reliable way to renew the supply of executive talent. Some success factors for this process include: A) Planning, 1)Create a strong and highly visible link between executive development and the organizations strategic goals, priorities, and pressing business needs d to succession planning activities. 2) Promote and secure shared stakeholder support and investment in executive development. 3) Align and integrate the EDP with other initiatives and with other

organizational systems, principally HR. These factors will help the company to be a successful business and have great leadership. This article will be leveraged to show that XYZ University is utilizing best-practices in regard to succession planning.

Judge, A. Timothy, & Ferris, R. Gerald (1992) The Human Resource Planning Society from Human Resource Planning. 15:4 (1992): 47-7.

This article discusses fit, when it comes to internal and external staffing. Fit is known to be the classic way of staffing, whether it is external or internal. Anyone can manipulate the fit concept in an interview. They can seem like a great candidate for the job, (experience and/or education) but turn out to be a problem employee in other areas, such as people skills. Hiring someone externally is always a risk and can turn out positive or negative. Hiring externally can also bring a fresh new talent to the company and bring much success to the organization. Internal staffing can usually be first priority in most organizations. The reason for this is because employees within the company already have the experience and knowledge of the company. It is also easier because they already work for the company, so background checks and the whole new employee process is eliminated; which saves time and money. The company already knows the capabilities of the current employees versus not knowing with a new hire. XYZ University strives to promote from within and this article will be utilized to showcase their internal promotion initiatives.

Kerrin, M. & Kettley, P. (2003). E-Recruitment: Is it delivering? Institute of Employment Studies. Report 402.

E-recruiting is the process of using web-based tools for candidate recruitment. The terms erecruiting, internet recruitment, and e-recruitment often are used interchangeably to describe the same thing. A survey that was conducted with over 50 organizations found that online recruitment improved the companys overall image, reduced overall recruitment cost, utilized more effective recruitment tools, and reduced the burden of administrative staff and time. XYZ University uses online recruitment methods and therefore this article displays how XYZ University is conforming to market and academic research norms for finding and securing talent.

Lavelle, J. (2007). On Workforce Architecture, Employment Relationships and Lifecycles: Expanding the Purview of Workforce Planning and Management. Public Personnel Management 36.

This article discusses many aspects of the Workforce planning process. Some companies use this process and are successful with it, while many others fail to use the process. A heuristic method, (which is informal) is mentioned that basically deals with common sense or rule of thumb. The Gap analysis is the basic replacement strategy that is part of an evolution process of workforce planning. The process consists of the basic gap analysis-workforce analyticsmodeling and forecasting-segmentation. This process is basically, risk assessment and strategic

discovery. XYZ University utilizes a technology which performs risk assessment in regard to their workforce planning needs.

Selmi, Michael (2003).The Price of Discrimination: The Nature of Class Action Employment Discrimination Litigation and its Effects. Texas Law Review, vol. 81:1249

This article discusses the effects of discrimination in employment. Discrimination cases do not tend to cause financial loss in a company. Most lawsuits are settled without going to trial. Because of this, the benefits to the plaintiff class or corporate culture are unknown. There are 4 big high profile cases such as, Texaco, Dennys Wal-Mart and Home Depot. Even though these cases were high profile it did not change the company and how they handle discrimination in the future. Stock prices are not affected in discrimination cases. It seems as if once the payout is done, its water under the bridge. Discrimination is of much importance but it still exists and the past cases seem almost irrelevant. It becomes impossible to eliminate discrimination in any company. XYZ University strives to create a diverse culture within their organization and this article will support their initiatives while highlighting that a more formal process may be needed.

Tharenou, P., Saks, A. M. & Moore, C. (2007). A Review and Critique of Research on Training and Organizational-level Outcomes. Human Resource Management Review 17. 251-273.

This article is about human training and development an organization utilizes to improve the organizations performance, competitiveness, and innovation. Many organizations spend countless dollars on training. In Strategic Human Resource Management (SHRM) it suggests the nature of the relationship between training and organizational-level outcomes may be universal. When organizations train employees, the organization has to be sure it benefits overall. This article also proposes training positively effects human resource outcomes but negatively affect the financial aspect. This article will provide substantial evidence to support Kaplans integrated training and development system.

XYZ University (2009). Company overview. Retrieved on December 20, 2010 from

This site along provides information on XYZ University including its structure, history, mission and values. Information is provided about XYZ Universitys strategic focus, outreach efforts, latest news, and key leadership. This site will be helpful to ascertain the specific focus of the company for reviewing its strategic planning efforts.