netrashetty
Netra Shetty
Human Resource Management of ExxonMobil : The Exxon Mobil Corporation, or ExxonMobil, is an American multinational oil and gas corporation. It is a direct descendant of John D. Rockefeller's Standard Oil company,[3] and was formed on November 30, 1999, by the merger of Exxon and Mobil. Its headquarters are in Irving, Texas.
ExxonMobil is one of the largest publicly traded companies in the world, having been ranked either #1 or #2 for the past 5 years. However they are currently 4th according to Forbes Global 2000. Exxon Mobil's reserves were 72 billion oil-equivalent barrels at the end of 2007 and, at then (2007) rates of production, are expected to last over 14 years.[4] With 37 oil refineries in 21 countries constituting a combined daily refining capacity of 6.3 million barrels, Exxon Mobil is the largest refiner in the world,[5][6] a title that was also associated with Standard Oil since its incorporation in 1870.[7]
ExxonMobil is the largest of the six oil supermajors[8] with daily production of 3.921 million BOE (barrels of oil equivalent). In 2008, this was approximately 3% of world production, which is less than several of the largest state-owned petroleum companies.[9] When ranked by oil and gas reserves it is 14th in the world with less than 1% of the total
These differences are reflected in the coverage rates--that is, the share of employed wage and salary earners whose terms of employment are affected by collective agreements negotiated between unions and employers. Bargaining coverage is only slightly above union membership in the United States, Canada, or--with a wider margin--the United Kingdom. This reflects the fact that bargaining is mostly organized on a decentralized basis, as company bargaining. The union-negotiated contract applies only to union members and some nonunionized employees in the same bargaining unit (possibly with the right to opt out of membership). Multi-employer bargaining and public policies extending the negotiated contract to nonorganized firms guarantees very high coverage rates in most European countries, far in excess of union density rates. It is likely that such contracts are less detailed--and that in countries such as Spain or France, with low unionization rates outside large firms and the public sector, employers have much leeway to disregard the letter if not the spirit of the contract. On the other hand, research in a country like the Netherlands has shown that general application and extension of contracts still have the support of a large majority of employers. These factors tend to lower the opposition of employers against unions, as all share the same costs inflicted by unions (as well as benefits from union cooperation). (40)
There are different visions among Chinese union leaders or labor experts for the future direction of development of trade unions. The top leadership of the ACFTU pursues the restructuring of trade unions for the purpose of maintaining regulated control over labor conflict. On the contrary, some intellectuals want to reform the Chinese trade unions into the bargaining institutions with management as representatives of workers, whereby protecting workers' interests. Other intellectuals, though few, emphasize the status of workers as a real owner of enterprises and try to transform trade unions into the tool to participate in the management of enterprise by workers. However, few believe that existing Chinese trade unions will play the expected roles without fundamental changes. Nowadays, Chinese trade unions face tremendous hardships that will be overcome only through thorough transformation of their nature and structure
Recruiting
As a small business owner-manager, you should be aware of the legal environment in which you
operate. This is especially true when it comes to recruitment. Being aware of legislation that will
affect your business is extremely important to efficient recruiting.
Congress has passed several laws that deal with discrimination in the workplace. The Civil Rights
Act of 1964 and the Equal Employment Act of 1972 are two that small businesses owners should be
especially aware of. The Equal Employment Opportunity Commission (EEOC), is charged with
enforcing federal law against discrimination based on
!
Race.
!
!
!
!
!
!
!
!
Another law to be aware of is the 1963 Equal Pay Act, which requires that men and women receive
equal pay for equal work.
Box 1 is a list of illegal questions that are often asked during the recruitment process. Review them
carefully to ensure that you avoid asking them when interviewing applicants.
Color.
National origin.
Sex.
Age (between 40 and 70).
Disability.
Veteran status.
Handicap.
Religion.
Sources of Employees
Effective recruiting requires that you know where and how to obtain qualified applicants. It is
difficult to generalize about the best source for each business, but a description of the major sources
follows.
!
!
!
!
!
Present employees -- Promotion from within tends to keep employee morale high.
Whenever possible, current employees should be given first consideration for any job
openings. This practice signals your support of current employees.
Unsolicited applicants -- Small businesses receive many unsolicited applications
from qualified and unqualified individuals. The former should be kept on file for
future reference. Good business practice suggests that all applicants be treated
courteously whether or not they are offered jobs.
Schools -- High schools, trade schools, vocational schools, colleges and universities
are sources for certain types of employees, especially if prior work experience is not
a major factor in the job specification. Schools also are excellent sources for part-
time employees.
Public employment offices -- The Employment Service of the U.S. Department of
Labor works with state employment offices to provide no-cost brokerage of
applicants who are seeking employment. Local offices will provide small businesses
with applicants who have been screened on the basis of work experience, education
and some psychological testing. They also have an up-to-date file on potential
employees who possess a wide range of skills.
Private employment agencies -- These firms provide a service for employers and
applicants by matching people to jobs in exchange for a fee. Some fees are paid by
the applicants, and there is no cost to the employer; for highly qualified applicants in
short supply, the employer sometimes pays the fee.
ExxonMobil is one of the largest publicly traded companies in the world, having been ranked either #1 or #2 for the past 5 years. However they are currently 4th according to Forbes Global 2000. Exxon Mobil's reserves were 72 billion oil-equivalent barrels at the end of 2007 and, at then (2007) rates of production, are expected to last over 14 years.[4] With 37 oil refineries in 21 countries constituting a combined daily refining capacity of 6.3 million barrels, Exxon Mobil is the largest refiner in the world,[5][6] a title that was also associated with Standard Oil since its incorporation in 1870.[7]
ExxonMobil is the largest of the six oil supermajors[8] with daily production of 3.921 million BOE (barrels of oil equivalent). In 2008, this was approximately 3% of world production, which is less than several of the largest state-owned petroleum companies.[9] When ranked by oil and gas reserves it is 14th in the world with less than 1% of the total
These differences are reflected in the coverage rates--that is, the share of employed wage and salary earners whose terms of employment are affected by collective agreements negotiated between unions and employers. Bargaining coverage is only slightly above union membership in the United States, Canada, or--with a wider margin--the United Kingdom. This reflects the fact that bargaining is mostly organized on a decentralized basis, as company bargaining. The union-negotiated contract applies only to union members and some nonunionized employees in the same bargaining unit (possibly with the right to opt out of membership). Multi-employer bargaining and public policies extending the negotiated contract to nonorganized firms guarantees very high coverage rates in most European countries, far in excess of union density rates. It is likely that such contracts are less detailed--and that in countries such as Spain or France, with low unionization rates outside large firms and the public sector, employers have much leeway to disregard the letter if not the spirit of the contract. On the other hand, research in a country like the Netherlands has shown that general application and extension of contracts still have the support of a large majority of employers. These factors tend to lower the opposition of employers against unions, as all share the same costs inflicted by unions (as well as benefits from union cooperation). (40)
There are different visions among Chinese union leaders or labor experts for the future direction of development of trade unions. The top leadership of the ACFTU pursues the restructuring of trade unions for the purpose of maintaining regulated control over labor conflict. On the contrary, some intellectuals want to reform the Chinese trade unions into the bargaining institutions with management as representatives of workers, whereby protecting workers' interests. Other intellectuals, though few, emphasize the status of workers as a real owner of enterprises and try to transform trade unions into the tool to participate in the management of enterprise by workers. However, few believe that existing Chinese trade unions will play the expected roles without fundamental changes. Nowadays, Chinese trade unions face tremendous hardships that will be overcome only through thorough transformation of their nature and structure
Recruiting
As a small business owner-manager, you should be aware of the legal environment in which you
operate. This is especially true when it comes to recruitment. Being aware of legislation that will
affect your business is extremely important to efficient recruiting.
Congress has passed several laws that deal with discrimination in the workplace. The Civil Rights
Act of 1964 and the Equal Employment Act of 1972 are two that small businesses owners should be
especially aware of. The Equal Employment Opportunity Commission (EEOC), is charged with
enforcing federal law against discrimination based on
!
Race.
!
!
!
!
!
!
!
!
Another law to be aware of is the 1963 Equal Pay Act, which requires that men and women receive
equal pay for equal work.
Box 1 is a list of illegal questions that are often asked during the recruitment process. Review them
carefully to ensure that you avoid asking them when interviewing applicants.
Color.
National origin.
Sex.
Age (between 40 and 70).
Disability.
Veteran status.
Handicap.
Religion.
Sources of Employees
Effective recruiting requires that you know where and how to obtain qualified applicants. It is
difficult to generalize about the best source for each business, but a description of the major sources
follows.
!
!
!
!
!
Present employees -- Promotion from within tends to keep employee morale high.
Whenever possible, current employees should be given first consideration for any job
openings. This practice signals your support of current employees.
Unsolicited applicants -- Small businesses receive many unsolicited applications
from qualified and unqualified individuals. The former should be kept on file for
future reference. Good business practice suggests that all applicants be treated
courteously whether or not they are offered jobs.
Schools -- High schools, trade schools, vocational schools, colleges and universities
are sources for certain types of employees, especially if prior work experience is not
a major factor in the job specification. Schools also are excellent sources for part-
time employees.
Public employment offices -- The Employment Service of the U.S. Department of
Labor works with state employment offices to provide no-cost brokerage of
applicants who are seeking employment. Local offices will provide small businesses
with applicants who have been screened on the basis of work experience, education
and some psychological testing. They also have an up-to-date file on potential
employees who possess a wide range of skills.
Private employment agencies -- These firms provide a service for employers and
applicants by matching people to jobs in exchange for a fee. Some fees are paid by
the applicants, and there is no cost to the employer; for highly qualified applicants in
short supply, the employer sometimes pays the fee.
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