HR 2 Session 2 case study

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.

The figure below shows Maria's employment rent, taking into account an expected length of unemployment of 44 weeks. Based on this figure, which of the following statements are correct? Hourly wages ($) Hourly wage=$12 Unemployment benefit plus the disutility of effort=$8 Unemployment benefit = $6 0 0 Select one correct answer. what Maria gets should she not lose her job today =what Maria gets should she lose her job today Maria's rent when employed Disutility of effort when employed What Maria receives in unemployment benefit during her period of unemployment Number of 35-hour weeks Employment rent per hour Reservation wage per hour Expected duration of unemployment =44 weeks (1,540 hours) O An increase in unemployment benefit would increase the size of the employment rent A longer expected duration of unemployment would increase the size of the

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

Review the SHRM case: “Designing a Pay Structure” You will prepare the SHRM case analysis on “Designing a Pay Structure,” which consists of your completion of Tasks A–J that simulate the creation of a compensation system for an organization in meeting its goals and supporting its mission. In your analysis, respond to the following tasks found in the case study by using Excel. Your case analysis should consist of: Task A: Create a complete job description for the benefits manager position using O*NET. Task B: Calculate the job evaluation points for the administrative assistant, payroll assistant, operational analyst, and benefits manager jobs. Provide a rationale for assigning specific degrees to the various jobs. Task C: If there were any outliers (i.e., extreme data points) in the data, what would you recommend doing with them? From this point forward, assume no extreme data points exist in the dataset. Task D: Conduct a simple regression in Excel to create a market pay line by…

4. Define Performance Appraisal, which technique is a more effective traditional, or modern method for evaluating employee performance? Explain your answer. (traditional and modern method are in photo below)

9-18. Evaluate the other performance appraisal methods mentioned in this case. Which would you recommend for LuxCar?

CASE: HERE WE GO AGAIN The position of business office manager at Memorial Hospital has been a “hot seat,” changing incumbents frequently. When the position was vacated last May the four senior employees in the department were interviewed. All were told that because they were at the top of grade and the compensation structure for new supervisors had “not yet caught up with that of other jobs,” the position would not involve an increase in pay. All four declined to pursue the position, and all were given the impression that they were not considered fully qualified anyway, but that they might be considered for supervision again at a later date. That same month a new business office manager was hired from the outside, and the four senior employees were instructed to “show the new boss all you know.” Over the following several months the finance director told all four employees that they had “come along very well” and would be considered for the manager’s position should it come open…

Describe the approaches to managing performance problems. Which approach is the worst in dealing with performance issues? Why? please explain clearly 250-300 words

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

3. you are working as an HR manager in a reputed company, as a part of salary developmentprocedure of the employees, management asked you to develop a salary survey questionnaire which can besupportive to do their task successfully. You are required to identify and discuss the various aspects of datato be collected in salary survey and develop an effective salary survey questionnaire based on the samedetail. (Note: The questionnaire should include Minimum 10 and Maximum 20 items which is related tovarious aspects of employees’ compensation.)

Rather than focusing on human resource management (HRM) as a means of supporting its quality initiatives, Graniterock could have chosen another area as its focal point (e.g. marketing, operations, information systems, and so on). How does a focus on HRM support a company’s quality initiatives?

Matthew Kolins is the HR head of Herwith Analytics. He is in urgent need of AI experts in order to have advanced methods to not only attract his customers but also be technologically advanced. He planned for a high end training module and took care of all the aspects but somehow the end result was no where near the required outcome.He planned to identify the need,set the objective, implement and also evaluate,and yet he could not achieve his goal. Can you help Matthew with the factor where he went wrong and what can he do now to rectify the situation

Critically discuss the potential impact of reducing individual bonuses on the motivation and engagement of employees within the case study organisation.   Part A: will refer to the following case-study:   You have been hired as a HR Consultant supporting the HR team in a small independent financial services company. The company has for the past few months traded in difficult economic conditions and has lost a number of key clients. The MD has called a meeting of senior management to discuss costcutting initiatives to work through the recovery. At this meeting the company decided to significantly reduce individual bonuses paid to employees in the current year. They also decided to reduce significantly travel costs and suspend funding for development and education programmes.  The HR team has significant concerns about these decisions. The company has struggled to improve engagement levels amongst staff. Engagement is measured on a six-monthly basis and the previous survey showed a small…

give me an example of a problem solving that involves unsatisfied and unhappy employee that comes to the consultant manager. Can be underpayment or no holidays. And a solution to this problem using pestle analysis.

CASE APPLICATION #13:39 05 PM - 795336 - 217. 165 230 97 One for the Money. Topic: The Real Living Wage 1999, the United Kingdom introduced the National contractors at their training ground. The move was supported Minimum Wage, requiring employers to pay a minimum by the then Mayor of London, Boris Johnson, who felt this was Lhourly rate regardless of the size of the organization or a good example to set for the other clubs" the nature of the role. Reviewed by an independent body, this minimum rate has increased every year. The campaign for a echoed by many of the accredited employers Oxfam firmly living wage started in 2001 and was aimed at ensuring that believes that being able to wark and eam a decent wage is wages were at levels that allowed workers to meet living costs, fundamental to overcoming poverty. Nestlé see the commercial not just the government minimum. The campaign gained cross- party support, and in 2016, the government introduced the National Living Wage for workers…

3. Assume you are the human resource manager of a small seafood company. The general manager has told you that customers have begun complaining about the quality of your company's fresh fi sh. Currently, training consists of senior fish cleaners showing new employees how to perform the job. Assuming your needs assessment indicates a need for training, how would you plan a training program? What steps should you take in planning the program?

case study: it Sure Is Different Now! Maxine Vincent is the new HR manager of Developemental Technologies, Inc., which was once the research and development division of a large, long-distance service provider located in Philadelphia. Developmental Technologies, Inc, became a sepurate business entity so the leng- distance provider could prepare for the conpetitivr changes resulting from the deregulation of telecommunication services. Maxine was the ait le the vice president of HR for the long- distance carrier before the reorganizatic, so she bTeved she was well prepared to deal with her new responsibilities as manager. Heweve, h new company does not have the unlimited resources of the elder one, therefore, reducing eperacing costs is a necessity. Although Maxine was not totally enthusistie sbout the idea, ontsourcing of certain HR functions appeared to be a solution. Even theugh Masine had no previous experience with out- sourcing, she believed that it would be one way of relieving the…

What are ways that you keep performance going on a job?   Design, develop, and present the second phase performance improvement plan using performance tools. Explain how these two offices will require different monitoring, management and implementation tools. Explain how assessment and evaluation of performance improvement will occur and be addressed in these two offices.

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

Mini Case Study-Managing Employee Benefits: Cutting Benefits at Generals Construction  As Generals Construction moves into its 10th year, the company’s future is promising. The company has continued to grow and profit, but the CEO has asked company leaders to examine expenses to ensure that the company is financially stable going forward. As the Director of Human Resources, Jane Smith is examining opportunities to cut employee-related expenses while maintaining employee satisfaction and morale. However, Director of Finance Ann Lane is pushing some cost-cutting measures that Jane thinks may have a negative effect. Generals Construction employs over 100 full-time construction workers and about 40 other workers that include construction supervisors, office staff, and management. Right now, all employees receive the same basic employee-benefits package, which includes a health insurance plan fully paid by the company and a generous vacation allowance. After 30 days of employment, all…

Mini Case Study-Managing Employee Benefits: Cutting Benefits at Generals Construction As Generals Construction moves into its 10th year, the company’s future is promising. The company has continued to grow and profit, but the CEO has asked company leaders to examine expenses to ensure that the company is financially stable going forward. As the Director of Human Resources, Jane Smith is examining opportunities to cut employee-related expenses while maintaining employee satisfaction and morale. However, Director of Finance Ann Lane is pushing some cost-cutting measures that Jane thinks may have a negative effect. Generals Construction employs over 100 full-time construction workers and about 40 other workers that include construction supervisors, office staff, and management. Right now, all employees receive the same basic employee-benefits package, which includes a health insurance plan fully paid by the company and a generous vacation allowance. After 30 days of employment, all…

P5: Analyse the importance of employee relations in respect to influencing HRM decision-making.

The purpose of performance rating is important ? what is the success of a performance management system? What are two strategies for improving rating in performance management?

What do ADA and FLSA have to do with job analysis?

ently ganizatons, they are often uncomfortable and can leave both the manager and the employee feeling unsatisfied. This activity is important because performance appraisals are a key way to provide employees with the feedb. they desire about how theyre doing on the job, and managers need to understand how to use this tool properly. The goal of this exercise is to challenge your knowledge of the two kinds of employee performance appraisal. First, hover over each term to read a brief description of a characteristic of a type of performance appraisal. Next, click and drag each term to the figure to indicate whether it is a characteristic of either an objective or a subjective performance appraisal. Careful-not all of the terms will be dragged to the figure. Crकषde Objective Performance Appraisal Often Subjective Performance Appraisal Designed Observable Based Validity Subject Challenge Focus Track

I need the answer as soon as possible

Scenario: You are the HR consultant to a small business employing about 40 people. Currently, the business offers only 5 days of vacation, 5 paid holidays, and legally mandated benefits such as unemployment insurance payments. Recommend a minimum of 7 benefits the business should offer. Include your rationale for the recommendations.

A Unique Training Program at UPS Mark Colvard, a United Parcel Manager in San Ramon, California, recently faced a difficult decision. One of his drivers asked for 2 weeks off to help an ailing family member. But company rules said this driver wasn’t eligible. If Colvard went by the book, the driver would probably take the days off anyway and be fired. On the other hand, Colvard chose to give the driver time off. Although he took some heat for the decision, he also kept a valuable employee. Had Colvard been faced with this decision 6 months earlier, he says he would have gone the other way. What changed his thinking was a month he spent living in McAllen, Texas. It was part of a UPS management training experience called the Community Internship Program (CIP). During his month in McAllen, Colvard built housing for the poor, collected clothing for the Salvation Army, and worked in a drug rehab Center. Colvard gives the program credit for helping him empathize with employees facing crises…

A Unique Training Program at UPS Mark Colvard, a United Parcel Manager in San Ramon, California, recently faced a difficult decision. One of his drivers asked for 2 weeks off to help an ailing family member. But company rules said this driver wasn’t eligible. If Colvard went by the book, the driver would probably take the days off anyway and be fired. On the other hand, Colvard chose to give the driver time off. Although he took some heat for the decision, he also kept a valuable employee. Had Colvard been faced with this decision 6 months earlier, he says he would have gone the other way. What changed his thinking was a month he spent living in McAllen, Texas. It was part of a UPS management training experience called the Community Internship Program (CIP). During his month in McAllen, Colvard built housing for the poor, collected clothing for the Salvation Army, and worked in a drug rehab Center. Colvard gives the program credit for helping him empathize with employees facing crises…

Performance management is an ongoing process including the interrelated components of prerequisites, performance planning, performance execution, performance assessment, performance review, and performance renewal and re contracting. Please explain how the poor implementation of a phase in the process or how a disrupted link between any of the phases will have a negative impact on the performance management process as a whole.