Human Resources: Eastman Kodak in Term Paper

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Employment also buys employees into programs like Social Security, unemployment compensation, and workers compensation insurance. It is not uncommon to hear the compensation one receives called a 'pay package,' but at any name the bottom line idea is to attract good employees.

For the Eastman Kodak company, there is a definite trend toward the strategic rather than the traditional roles for human resources, and therefore for the employees within the company itself. Eastman Kodak used to do everything on American soil, but they are now outsourcing many more of their development, design, and manufacturing areas to offshore companies. There global human resource management strategy has therefore been expanded and is more interested now in making sure that the jobs that can be sent overseas for less money are moved away from the United States. This helps the company's bottom line, but it is not necessarily a good strategy when it comes to human resources, simply because of the morale problems that it can cause within the United States location of the company.

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In other words, many of the workers at Eastman Kodak no longer feel as safe as they once did in their jobs because they know that many of the jobs are being sent elsewhere. This leaves them wondering if their particular job might be next, and they too will be left looking for work. While it is understandable that Eastman Kodak must do what is necessary for its continued economic success, there are problems with sending jobs overseas, and the largest problem comes back to the human resource department, since that department is supposed to work with the employees and be somewhat of an advocate both for them and for the company. It is a delicate balancing act to keep everyone satisfied, and therefore something that Eastman Kodak must work on if it wants to keep good, quality employees within the United States......

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