Marshall Pottery Inc. is the largest manufacturer of red clay pots in the United States. Marshall Pottery operates a 100,000 ft² (9,000 m²) retail store adjacent to its headquarters in Marshall, Texas, which attracts over 500,000 tourists each year.

Marshall Pottery was founded by W. F. Rocker in Marshall in 1895. Rocker located the business in East Texas because of its abundant water and white clay deposits. In 1905 Marshall Pottery was acquired by Sam Ellis. With the invention of the glass canning jar and other new competing products in the 1920s, the business almost folded. Prohibition led to a thriving moonshine industry and a need for inexpensive jugs to store the liquor. If not for the sale of jugs during Prohibition, Marshall Pottery would likely have gone bankrupt.

In the 1940s, with the discovery of a clay that required a lower firing temperature, the pottery began producing flower pots. For many years the company continued to employ potters as its primary means of manufacturing. One of these employees, Pete Payne, became a master potter and displayed his technique at the Smithsonian Institution. Since the construction of a new facility in 1998 most of the pottery's production has been automated. However, hand made pottery can still be purchased, and tourists can watch potters create it.


High-Performance Work Systems
Increase productivity and performance by:
Recruiting, screening and hiring more effectively
Providing more and better training
Paying higher wages
Providing a safer work environment
Linking pay to performance
Evidence-Based HRM
Managing Ethics
Ethics
Standards that someone uses to decide what his or her conduct should be
HRM-related Ethical Issues
Workplace safety
Security of employee records
Employee theft
Affirmative action
Comparable work
Employee privacy rights
HR Certification
HR is becoming more professionalized.
Society for Human Resource Management (SHRM)
SHRM’s Human Resource Certification Institute (HRCI)
SPHR (Senior Professional in HR) certificate
GPHR (Global Professional in HR) certificate
PHR (Professional in HR) certificate
The Plan of This Book: Basic Themes
HRM is the responsibility of every manager.
The workforce is becoming increasingly diverse.
Current economic challenges require that HR managers develop new and better skills to effectively and efficiently deliver and manage HR services.
The intensely competitive nature of business today means human resource managers must defend their plans and contributions in measurable terms.


Training according to Sims (2002) is an attempt to facilitate learning on job-related knowledge, skills and behaviours. It also helps the employees to correct and improve their performance deficiencies. Development on the other hand, aims to equip the employees with the required skills to perform their present and future jobs.

Career development is an organized, planned effort comprised of structured activities or processes that result in a mutual career plotting effort between employees and the organization. Within this system, the employee is responsible for career planning and the organization is responsible for career management (Eggland and Giley 1998 p.48). Career development is an ongoing, formalized effort by an organization that focuses on developing and enriching the organization’s human resources in light of both the employees’ and organization’s needs. According to Cross (1983), six integrative activities can be adopted in order to have an effective career management program. These are the following:

1. Forecasting future organizational needs

2. Utilizing performance appraisals

3. Job announcements and posting

4. Career pathing for employees

5. Training development

6. Development of consistent compensation practices

The Ethics Officer Association (EOA) in the United States has identified key aspects for a business
conduct framework:








Demonstrated commitment from executive and senior management

Designation of a high-level person responsible for ethics, compliance, and business conduct

Codes of conduct and ethics and compliance policies and procedures

Training on policies, procedures, laws, regulations, and ethical decision making

Comprehensive communications

Confidential mechanisms for employees to seek guidance or report suspected wrongdoing without
fear of retaliation










Monitoring and auditing

Investigations of alleged misconduct

Preventive and corrective action

Enforcement of standards, including disciplinary action

Regular reporting to and review by senior management

Measuring performance and effectiveness

Benchmarking and sharing of best practices

Continual improvement






Codes of conduct and ethics and compliance policies and procedures

Training on policies, procedures, laws, regulations, and ethical decision making

Comprehensive communications

Confidential mechanisms for employees to seek guidance or report suspected wrongdoing without
fear of retaliation










Monitoring and auditing

Investigations of alleged misconduct

Preventive and corrective action

Enforcement of standards, including disciplinary action

Regular reporting to and review by senior management

Measuring performance and effectiveness

Benchmarking and sharing of best practices

Continual improvement
 

jamescord

MP Guru
Marshall Pottery Inc. is the largest manufacturer of red clay pots in the United States. Marshall Pottery operates a 100,000 ft² (9,000 m²) retail store adjacent to its headquarters in Marshall, Texas, which attracts over 500,000 tourists each year.

Marshall Pottery was founded by W. F. Rocker in Marshall in 1895. Rocker located the business in East Texas because of its abundant water and white clay deposits. In 1905 Marshall Pottery was acquired by Sam Ellis. With the invention of the glass canning jar and other new competing products in the 1920s, the business almost folded. Prohibition led to a thriving moonshine industry and a need for inexpensive jugs to store the liquor. If not for the sale of jugs during Prohibition, Marshall Pottery would likely have gone bankrupt.

In the 1940s, with the discovery of a clay that required a lower firing temperature, the pottery began producing flower pots. For many years the company continued to employ potters as its primary means of manufacturing. One of these employees, Pete Payne, became a master potter and displayed his technique at the Smithsonian Institution. Since the construction of a new facility in 1998 most of the pottery's production has been automated. However, hand made pottery can still be purchased, and tourists can watch potters create it.


High-Performance Work Systems
Increase productivity and performance by:
Recruiting, screening and hiring more effectively
Providing more and better training
Paying higher wages
Providing a safer work environment
Linking pay to performance
Evidence-Based HRM
Managing Ethics
Ethics
Standards that someone uses to decide what his or her conduct should be
HRM-related Ethical Issues
Workplace safety
Security of employee records
Employee theft
Affirmative action
Comparable work
Employee privacy rights
HR Certification
HR is becoming more professionalized.
Society for Human Resource Management (SHRM)
SHRM’s Human Resource Certification Institute (HRCI)
SPHR (Senior Professional in HR) certificate
GPHR (Global Professional in HR) certificate
PHR (Professional in HR) certificate
The Plan of This Book: Basic Themes
HRM is the responsibility of every manager.
The workforce is becoming increasingly diverse.
Current economic challenges require that HR managers develop new and better skills to effectively and efficiently deliver and manage HR services.
The intensely competitive nature of business today means human resource managers must defend their plans and contributions in measurable terms.


Training according to Sims (2002) is an attempt to facilitate learning on job-related knowledge, skills and behaviours. It also helps the employees to correct and improve their performance deficiencies. Development on the other hand, aims to equip the employees with the required skills to perform their present and future jobs.

Career development is an organized, planned effort comprised of structured activities or processes that result in a mutual career plotting effort between employees and the organization. Within this system, the employee is responsible for career planning and the organization is responsible for career management (Eggland and Giley 1998 p.48). Career development is an ongoing, formalized effort by an organization that focuses on developing and enriching the organization’s human resources in light of both the employees’ and organization’s needs. According to Cross (1983), six integrative activities can be adopted in order to have an effective career management program. These are the following:

1. Forecasting future organizational needs

2. Utilizing performance appraisals

3. Job announcements and posting

4. Career pathing for employees

5. Training development

6. Development of consistent compensation practices

The Ethics Officer Association (EOA) in the United States has identified key aspects for a business
conduct framework:








Demonstrated commitment from executive and senior management

Designation of a high-level person responsible for ethics, compliance, and business conduct

Codes of conduct and ethics and compliance policies and procedures

Training on policies, procedures, laws, regulations, and ethical decision making

Comprehensive communications

Confidential mechanisms for employees to seek guidance or report suspected wrongdoing without
fear of retaliation










Monitoring and auditing

Investigations of alleged misconduct

Preventive and corrective action

Enforcement of standards, including disciplinary action

Regular reporting to and review by senior management

Measuring performance and effectiveness

Benchmarking and sharing of best practices

Continual improvement






Codes of conduct and ethics and compliance policies and procedures

Training on policies, procedures, laws, regulations, and ethical decision making

Comprehensive communications

Confidential mechanisms for employees to seek guidance or report suspected wrongdoing without
fear of retaliation










Monitoring and auditing

Investigations of alleged misconduct

Preventive and corrective action

Enforcement of standards, including disciplinary action

Regular reporting to and review by senior management

Measuring performance and effectiveness

Benchmarking and sharing of best practices

Continual improvement

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