HRM 310 6

As part of your new staffing-recruiting plan for Pinxteryou decide to hire a Staffing ManagerConduct a job analysis to determine the scope of the new position and then write a job description for the Staffing Manager. In your assignment, you should address all of the following elements for this job, including a description for each: Position Description Title -Grade Exempt or non-exempt status Who the position reports to Responsibilities of the position Essential functions of the job Attributes required

What should you consider when you are analysing social risk? i. Employees' attitudes and practices ii. Technological advances iii. How customers/clients decide to spend their money iv. Social attitudes of the community V. Ergonomic work areas Select one: A. i, ii, iv, v B. i, ii, v C. i, ii, iv D. i, iv E. ii, iv* Incorrect

What are the requirements for work health and safety consultation, coordination and cooperation as outlined in the codes of practice [you may refer to the document listed in Question 2]? What does this require from you? Who could be typically involved in the Tourism, Hospitality and Event Industries?   Requirements outlined in the Code 1.                 Your obligations according to the Code             Who is involved?  This is not one person duty to ensure legislative guidelines

CASE STUDY 1:  EMOTIONS AND THE CHANGING HR PROFESSION  Kate completed her MSc in HRM and was excited about a career in the HR profession. She knew from her studies that HR professionals spent a lot of time of dealing with emotionally charged situations such as managing redundancies, grievances and disciplinary procedures. However, she loved working with people, was known to be a caring and empathetic person and measured highly on Emotional Intelligence measures, so she felt the HR profession would be an ideal occupation to combine her interest in business with people. She wanted to make a positive difference to people’s working lives as well as recognising the need to get the best out of people for the benefit of the organisation. When she was successful in her application for a HR assistant position in a large hospitality company, she was excited at the prospect of learning about the profession as a ’hands on’ HR professional and developing her professional expertise to ensure the…

CASE STUDY 1:  EMOTIONS AND THE CHANGING HR PROFESSION  Kate completed her MSc in HRM and was excited about a career in the HR profession. She knew from her studies that HR professionals spent a lot of time of dealing with emotionally charged situations such as managing redundancies, grievances and disciplinary procedures. However, she loved working with people, was known to be a caring and empathetic person and measured highly on Emotional Intelligence measures, so she felt the HR profession would be an ideal occupation to combine her interest in business with people. She wanted to make a positive difference to people’s working lives as well as recognising the need to get the best out of people for the benefit of the organisation. When she was successful in her application for a HR assistant position in a large hospitality company, she was excited at the prospect of learning about the profession as a ’hands on’ HR professional and developing her professional expertise to ensure the…

HRM Incident 2: Good Job!    Chandra LaMar just celebrated her 20-year anniversary at Westfield Farm Implement Company, a large retailer of farm equipment ranging from small riding lawn mowers to gigantic combines. She started her career as an office clerk and received excellent performance reviews, which led to many promotions through the years. Chandra worked the longest in the customer service department as a product specialist.    Chandra was well liked by her peers. She was an easy going individual who tried to help in any way possible. For instance, when a coworker did not understand details about new products, Chandra always took the time to answer their questions. When a coworker needed to leave early or come in late, Chandra answered his or her calls as well as her own. All the while, she never took credit for helping others.    Chandra was thrilled when the company promoted her to manager of the customer service department. First unsure about whether to accept the promotion,…

1. "Alicia!" bellowed David to the company's HR specialist, "I've got a problem, and you've got to solve it. I can't get people in this plant to work together as a team. As if I don't have enough trouble with our competitors and our past-due accounts, now I have to put up with running a zoo. You're responsible for seeing that the staff gets along. I want a training proposal on my desk by Monday." Assume you are Alicia. a. Is training the solution to this problem? How can you determine the need for training?

1. "Alicia!" bellowed David to the company's HR specialist, "I've got a problem, and you've got to solve it. I can't get people in this plant to work together as a team. As if I don't have enough trouble with our competitors and our past-due accounts, now I have to put up with running a zoo. You're responsible for seeing that the staff gets along. I want a training proposal on my desk by Monday." Assume you are Alicia. b. Summarize how you would conduct a needs assessment. 2. How should an organization assess readiness for learning? In Question 1, how do David's comments suggest readiness (or lack of readiness) for learning?

Case: HR Contributes at SYSCOMany people in the United States are not familiar with SYSCO, but they see its results because SYSCO is the largest food services and distribution company with almost $24 billion in annual sales. SYSCO supplies food products to customers in restaurants, hotels, supermarkets, hospitals, and other companies. In a firm the size of SYSCO with more than 40,000 employees, HR management is making significant contributions to organizational success. As an indication of this success, SYSCO received the Optimas award for general HR Excellence from Workforce Magazine.Beginning several years ago, the need to revitalize HR activities was recognized by both executives and senior HR staff members. At the time, the SYSCO operating regions had administered many of their own HR practices. To bring change to HR corporate-wide, while preserving the entrepreneurial independence of the regions, a “market-driven” HR approach was developed. In this approach, corporate HR…

Case: HR Contributes at SYSCOMany people in the United States are not familiar with SYSCO, but they see its results because SYSCO is the largest food services and distribution company with almost $24 billion in annual sales. SYSCO supplies food products to customers in restaurants, hotels, supermarkets, hospitals, and other companies. In a firm the size of SYSCO with more than 40,000 employees, HR management is making significant contributions to organizational success. As an indication of this success, SYSCO received the Optimas award for general HR Excellence from Workforce Magazine.Beginning several years ago, the need to revitalize HR activities was recognized by both executives and senior HR staff members. At the time, the SYSCO operating regions had administered many of their own HR practices. To bring change to HR corporate-wide, while preserving the entrepreneurial independence of the regions, a “market-driven” HR approach was developed. In this approach, corporate HR…

HRM Incident 2: Illegal Hiring The Foreign Corrupt Practices Act (FCPA) prohibits U.S. companies from bribing foreign officials; yet, the number of violations each year is staggering. Some violations center on the use of unethical HR practices. For example, the banking industry has been investigated for its internship and full-time employment hiring practices. The Bank of New York Mellon Corp. (BNY Mellon) gave internships to family members of foreign government officials. The bank’s leadership intended to maintain or increase business with a Middle Eastern sovereign wealth fund. Internship programs are legal and BNY Mellon has a legitimate internship program, but these internships were awarded outside the accepted procedures and criteria used in its program. The U.S. SEC issued a cease and-desist order, stating that, “Delivering them [internships] ‘was seen by certain relevant [bank] employees as a way to influence the officials’ decisions.” This is the first cease-and-desist order of…

1. Selection is the process of picking or choosing the right candidate, who is most suitable for a vacant job position in an organization. The selection of a right applicant for a vacant position will be an asset to the organization, which will be helping the organization in reaching its objectives. You are HR manager in Telecommunication Company and how do you conduct selection process for your company and how to train your new employees to be familiar with your organization. 2. Job analysis is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization. Suddenly, secretary of your CEO turnover and now your CEO needs new secretary. Your task is to create job description and job specification for this position explicitly because you take the responsibility of HR manager of Amara Hotel which is 5star level and locate in Yangon. After two weeks when you advertise vacant position, few people apply for this position. In this…

DISCUSSION OF CHAPTER 9 INCIDENTS   HRM Incident 1: The Pay Gap at Barker Enterprise   Roger Babbit is an administrative assistant at Barker Enterprise. For the past 12 years, he has been working for Maria Mendoza, Director of Human Resources, and they have developed a good working rapport. Roger’s current annual salary of $75,000 places him slightly higher than the midpoint of his salary range. His work has been consistently exemplary, earning the highest performance appraisal score every year. In addition, Roger regularly receives recognition rewards (a plaque and an Amazon.com gift certificate) for his willingness to go the extra mile. In fact, Roger is known for his trustworthiness, leading many coworkers to ask for career advice.    On a recent Monday morning, Maria introduced Roger to Bianca McCann, a newly hired administrative assistant in the marketing department. Roger offered to meet Bianca for lunch to share his positive experiences at Barker. During their conversation,…

HRM plays a strategic role in driving organizational performance? Which technique is more appropriate to increase employee performance write down your own opinion.

1. What are the advantages and disadvantages of extending Maura Currier’s leave?2. If you were the human resource director, would you grant her request? Explainyour answer.   The Medical Leave Problem (FMLA)Maura Currier has been working for ComputerTech for four years as a lead supervisor.During the past two years, Currier’s mother has needed frequent medical attention forher diabetes. Being the only child, Currier has helped her mother, Jane Currier, as oftenas her work schedule would allow. Unfortunately, during the past two years, hermother’s condition has worsened.With the passage of the Family and Medical Leave Act (FMLA), Currier asked the firmfor, and was granted, an unpaid leave to care for her mother in accordance withcompany policy (see the policy in Exhibit 4.9). The agreement stated that Currier couldmiss work every Friday for 60 weeks rather than take off 12 straight weeks. At the endof 60 weeks, Currier returned to work full time and immediately began missing work tocare…

Choose the best answer.  4. Which of the following is NOT a best practice when implementing an effective hybrid work model?          Define work expectations and targets for remote staff. Work with a talent solutions firm if you need help hiring. Only schedule team meetings to discuss work. Continuously review the work schedule and tasks. 5. Why is employee burnout even more common in a hybrid workplace?          Remote workers may work longer hours and take shorter breaks than their in-office counterparts. Remote employees are more reliant on technology so their eyes get tired faster. Hybrid employees spend more time commuting. In-office employees delegate work to remote employees.

SABPP has approached you to present the following to a group of HR executives;1. The importance of the role of HRM in risk management.

1. Consider the following scenario: You have been appointed as the new HR manager at ‘TERMINUS 21’, a manufacturing company. In this role, after your first assessment of the organisation, you have detected three issues that require immediate attention so you call for an internal meeting with your team to focus on planning, learning and improving performance. In this scenario, and using the material provided in lectures, answer the following questions: a. For the first part of the meeting, you have to prepare a presentation ‘selling and highlighting’ the reasons why planning must be one of the priorities in HR at TERMINUS 21. In order to do this, outline two (2) arguments explaining why planning is important. You also have to provide two (2) arguments to explain why for some managers, planning has not been a priority, nor commonly used in the company. b. For the second part of the meeting, you want to ensure that employees at all levels can continuously increase…

What is an HRIS? How can an organization use it to increase the efficiency anddecrease the costs within the human resource activities, especially manpowerplanning

P7: Illustrate the application of HRM practices in a work-related context, using specific examples.

DISCUSSION OF CHAPTER 2 INCIDENTS   HRM Incident 1: An Ethical Flaw  Amber Davis had recently graduated from college with a degree in general business. Amber was quite bright, although her grades did not reflect this. She had thoroughly enjoyed school, dating, playing tennis, and swimming, but found few stimulating academic endeavors. When she graduated, she had not found a job. Her dad was extremely upset when he discovered this, and he took it upon himself to see that Amber became employed. Amber’s father, Allen Davis, was executive vice president of a medium-sized manufacturing firm. One of the people he contacted in seeking employment for Amber was Bill Garbo, the president of another firm in the area. Mr. Davis purchased many of his firm’s supplies from Garbo’s company. After telling Bill his problem, Allen was told to send Amber to Bill’s office for an interview. Amber went, as instructed by her father, and before she left Bill’s firm, she was surprised to learn that she had a…

Case Study                                                   Establishing Pay at United Grinding Technologies Incorporated Establishing pay in companies can be a tough task for HR professionals and general managers because doing it right is very important to the bottom line. Compensation is often one of the most expensive functions managed in organizations. The process can be particularly challenging when dealing with corporate jobs that function at the higher echelons of the hierarchy because of the inherent complexities of the work processes. HR leaders have to identify useful compensation data and appropriate benchmark jobs so that the compensation amounts offered are competitive with comparative market levels. The compensation approaches employed also need to support a firm’s overall pay ideas and philosophies. One of the most important steps in developing reasonable pay involves securing sound salary data, information that is commonly collected through surveys. Luckily, HR…

Case Study                                                    Establishing Pay at United Grinding Technologies Incorporated Establishing pay in companies can be a tough task for HR professionals and general managers because doing it right is very important to the bottom line. Compensation is often one of the most expensive functions managed in organizations. The process can be particularly challenging when dealing with corporate jobs that function at the higher echelons of the hierarchy because of the inherent complexities of the work processes. HR leaders have to identify useful compensation data and appropriate benchmark jobs so that the compensation amounts offered are competitive with comparative market levels. The compensation approaches employed also need to support a firm’s overall pay ideas and philosophies. One of the most important steps in developing reasonable pay involves securing sound salary data, information that is commonly collected through surveys. Luckily, HR…

As an HRD professionals; in order to perform a Task Analysis. List what are the steps you will need to follow to conduct a task analysis.

Question 1: As an HR professional, what should you have done to prevent this issue from happening? Explain. Then, explain a specific strategy you would implement to prevent something like this from happening in the future.

Before Human Resources is able to draft an appropriate and qualified job description, the job itself must be analyzed to that the proper qualifications are matched to the proper job requirements and you do not hire someone under-qualified for the position.Continue with your previous research of the company used in the individual project.Discuss how you would begin the job analysis of the position.Identify at least 2 areas where the employer would want to make sure that the person used to fill the position has the qualifications to provide the best services to the company’s clients.

Arun Gupta, the VP – HR of ‘Synoptic Tech Solutions Ltd’ assigned the task of assessing the effectiveness of its human resource planning to the HR Department. However, his team informed him that this assessment is not going well as they had expected. Keeping this context in mind, answer the following: a. The HR department is facing certain problems in human resource planning. Explain what barriers you think they are facing in effective implementation of human resource planning. Give some suggestions on how to overcome them. b. What suggestions will you give them for forecasting human resource requirements in case the company plans to expand? Suggest any 3 methods. Which one do you think is most effective for an IT firm?

Arun Gupta, the VP – HR of ‘Synoptic Tech Solutions Ltd’ assigned the task of assessing the effectiveness of its human resource planning to the HR Department. However, his team informed him that this assessment is not going well as they had expected. Keeping this context in mind, answer the following:   a. The HR department is facing certain problems in human resource planning. Explain what barriers you think they are facing in effective implementation of human resource planning. Give some suggestions on how to overcome them.   b. What suggestions will you give them for forecasting human resource requirements in case the company plans to expand? Suggest any 3 methods. Which one do you think is most effective for an IT firm? (Explain ans a first and then b)