Week 10 HRM 532 Assignment

Director Smith has decided to form a task force that would develop a performance management system that focuses the employee’s attention on taking those actions that would contribute to helping the organization achieve its goals, for instance, in terms of improved customer service. As such, the task force will need to develop a performance management system (PMS) that focuses on both competencies and objectives related to the strategic statement. Task Force Mission: Consider the following topics: linkages to employee development and linkages to organization rewards. Using these elements to meet the organization’s stated strategy; the task force is to design an effective performance management system. (250 words minimum)

The HR director at Clearwater Electronics has been asked to work on the company’s globalization process. Management has specifically asked that all managers in the company subsidiaries come from the corporate office, and the HR director is developing a job description template with a list of competencies needed for these managers to be successful. In addition, she is developing a survey to assess family interest and needs. What is the best reason for the family survey to be included in any future job posting where a manager might take their family abroad? Multiple Choice It is costly to relocate a family abroad, so it is necessary to assess needs, such as schooling, in order to manage costs effectively.   The family survey will help the company manage any family health issues prior to relocation.   A family assessment will allow the company to arrange for language and cultural instruction for all the family prior to relocation.   Many incidents where expatriates return home early…

What are the five basic functions of the management process? Explain some of the specific activities involved in each function. Which function is most closely associated with human resource management?

Performance Management: Explain the pros and cons of 3 performance appraisal methods. Evaluate the differences between performance management and disciplinary issues. Provide 1 example of each and describe the possible outcomes. Why does it make a difference in managing performance? Present 3 examples of how an organization can prepare managers for the performance review. Compare formal and informal appraisal processes. Explain why both components are important to the performance management process. Create recommendations for organizations to implement a performance management approach and tool for the appraisal process.

As a Human Resources Manager, you need to create a competitive pay policy for your company to achieve several objectives. Those objectives are to: 1. adjust internal pay levels to changing competitor pay rates. 2. set the internal mix of pay types relative to those paid by competitors. 3. estimate the labour costs of product market competitors. Describe four (4) steps you will take to create a systematic process and collect relevant information to achieve the above objectives. Please do fast ASAP fast

What should CEMEX do in 2010 in relation to HRM and operational issues namely talent management and retention?

For each of the jobs or groups of jobs identify a strategy for orienting, training and developing (i.e. continuing education/training) new employees in each job (or groups of jobs). This should include a new hire orientation as well as job/department specific training and development considerations. Identify how will you evaluate the success of your training and development plans, including both quantitative and qualitative measures. Sales division Manager/ senior IT Manager/ traffic Manager

Discuss the effects that an impending labor shortage might have on the following three subfunctions of human resource management: selection and placement, training and career development, and compensation and benefits. Which subfunction might be most heavily impacted? In what ways might these groups develop joint cooperative programs to avert a labor shortage?

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.

eExamine the methodologies utilized in job analysis.

Strategic Human Resource management in Human Resource establishes an organization vision, mission, values, objectives and general strategy and then identify the human resource management implications that arise from these activities. Discuss

How to create a definition of performance. How to identify the determinants of performance and the influential factors associated with performance. The difference between task and contextual performance. The appropriate approach to measure performance. How to develop accountabilities, objectives, standards, and competencies for performance. How to develop comparative and absolute performance measurement systems.

Mangement  Explain the concept of employee testing and assessment, and discuss the different types of tests that can be administered to evaluate candidates' skills, abilities, and aptitudes.

Highlight the talent management strategy.

what is the purpose of job evaluations? Discuss the similarities and differences between job evaluation conducted for managerial positions and lower-level positions at a firm?

Discuss with the business 3 job evaluation methods utilized to determine compensation strategy. Include advantages and disadvantages of each method.

The purpose of this assignment is to identify causes of labor relations failures and human resources strategies that assist with improving labor relations.   You will use the Sam’s Cupcake case study,   The Organizing Campaign at Sam’s Cupcake Shop   Sam’s Cupcake Shop sells baked goods (croissants, cupcakes, rolls, cakes, etc.) and serves light meals such as breakfast and salads through its chain of ten small retail stores in the borough of Manhattan, in New York City. Each store is staffed with about 9 employees(plus one manager), some of whom do the cooking and some of whom staff the counter and sell the food items. As with Sam’s other stores, the Sam’s Cupcake Shop on First Avenue is staffed mostly with recent (legal) immigrants to America, all of whom are paid at or just above the minimum wage. Everything at the First Avenue store seemed to be going smoothly, but that apparent tranquility ended abruptly on July 27, 2018. That was the day that Anesha, the First Avenue store’s…

Suggest how to improve the weaknesses of the performance management process with reference to an effective performance management system (EPMS).

Critically discuss some of the underlying factors that could be a hindrance for the HRIS at Alfredo Nzo District Municipality to be implemented successfully?

Write a report about a human resource management (HRM) issue affecting your organisation or an organisation you know well. The HRM issue you choose to write about must be one of the following: job analysis and design, recruitment and selection, pay and benefits, performance management, recruitment and selection, training and development or employee retention. In your report make sure to include: A brief description of the organisation and the HRM issue you have selected. An analysis of the HRM issue. Describe the issue in detail. Explain why the issue needs improving in the organisation and make a case for change. In your analysis, compare a practice in your own organisation with industry best-practice, or another organisation’s practice. A set of recommendations to enable improvement or change. Explain what could be done to bring about improvement. These recommendations should follow logically from the analysis above; they should not be an unconnected after-thought. In order to do…

What are some challenges that organizations face when trying to align their human resource development strategies with their overall business strategy, and how can these challenges be overcome?

What is the importance of the step review and evaluation in strategic human resources planning? Explain why it is essential.

Human growth and development is a process that each individual experiences throughout their life span. A number of things influence this process and the outcome for each person is unique. In reference to the above statement: Required: Analyse the various types of human development with examples Examine the interaction of nature and nurture (including cultural variations) in the determination of behaviour. Synthesize how biological, cognitive, and cultural factors converge to facilitate language acquisition, development, and use. Critically explain how HR can use the process to enhance performance among the workforce.

What are the major challenges and considerations in workforce planning and forecasting for staffing purposes?

Describe how management and the human resource management (HRM) function support each other to achieve organizational goals.

Consider the job of a server at Boston Pizza. Design a new employee onboarding program for this job. Explain how your program contributes to effective socialization, performance, and employee retention. Your proposed program must include 5 specific recommendations.

The organisation’s human resources management function is that part of the management process that specialises in the management of people in the organisation. It consists of practices that help the organisation’s objectives and thus, help gain and sustain competitive advantage.In relation to the above, critically discuss some of the HR challenges managementhas had to adapt to since the COVID-19 pandemic and provide examples to supporteach challenge.

What method of job analysis do you think would be most applicable for jobs in a food chain or mall/department store?

Which performance method would you say you like the most and the one that you like the least?  Please share why you chose these two. For the most effective, how it is effective in doing the following: providing fair and reliable ways of differentiating employees; targeting and rewarding those who most deserve it; setting forth a fair and cost-effective plan for compensation; and motivating and ensuring the performance of employees. For the least effective, how it interferes with the above four items.