HRM 225 4 Assignment

Mangement question  Strategic human resource management (SHRM) is a comprehensive approach to managing human capital in alignment with an organization's strategic goals and objectives. It involves integrating HR practices such as recruitment, training, performance management, and compensation with the overall strategic direction of the organization. SHRM aims to optimize the contribution of employees towards achieving organizational success by ensuring that HR policies and practices are aligned with the organization's strategic priorities. Key elements of SHRM include talent acquisition and retention, workforce planning, succession planning, and employee development. By strategically managing their human resources, organizations can gain a competitive advantage, enhance employee engagement and productivity, and drive sustainable growth Question: How can organizations effectively align their HR practices with their strategic objectives to maximize the value of their human capital?

Ms. Nazia works in the HR department of a national company. Her responsibility is to welcome newly hired staff, provide them information about company history, values, and ownership. She also arranges a physical tour of the facility and arranges interaction between newly hired staff and existing staff.Which of the following functions is performed by Ms. Nazia?   A)Placement B)Induction and orientation C)Recruitment D)Performance appraisal

Consider this Recruitment and Selection Process by a certain company. The hiring manager submits a completed requisition to the HR department. The HR department will assign a requisition number to assist in tracking and reporting. The HR department will meet with the hiring manager to discuss the position and determine the most effective recruitment and selection process. The HR department and hiring manager will review resumes of qualified candidates to identify the most appropriate candidates for interviewing. The HR department will conduct telephone pre-screens of identified candidates and schedule in-person interviews with the hiring manager. Hiring managers are responsible for conducting timely, effective interviews of qualified candidates. The HR department is available to advise hiring managers on interview techniques and final candidate selection. A candidate evaluation form will be completed for each candidate interviewed and will be used to make a final candidate selection.…

Define:  Part of this law encourages employees to make greater use of salary reduction (defined contribution) plans.

Job Description is also referred to as a document that provides information regarding the tasks, duties, and responsibilities of the job (Mondy & Noe, 2005), while the Job Specification underlines the minimum acceptable qualification that a person should possess in order to perform a particular job (Mondy & Noe, 2005).   1. Develop a Job Description for the position of Human Resource Manager. You are required to include duties and responsibilities, reporting line, special duties and working conditions.   2 Develop Job Specification for the above position including qualification, related experience, skills, knowledge, behavior, and special demands

Section 1: profile of the subject company (e.g. corporate strategy, revenue base, financialperformance, employee base, ownership structure, product/service mix, competitiveposition, primary locations for operations, etc.). Section 2: analysis and assessment of the strategic and theological soundness of the HRpractices of the subject company (paying special attention to HR strategy, staffing,training and development, performance management, compensation, and labor relations). Section 3: posit 5–7 key recommendations for improving the strategic and theologicalsoundness of the HR practices of the subject company

Questions 49 and 50 solution sent me I give thumb

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.

In light of the threats associated with the Coronavirus disease, your company has decided to consider allowing employees to work from home. Anyone who is interested in working from home must have a conversation with their manager to determine if their position would be appropriate for this arrangement. If the manager approves, they must submit Form 4A to their HR representative. Those who are approved to work from home will start with a 3-month trial period, where they will be required to submit a weekly log of the tasks they performed at home.  Using an email or memo inform employees of this new opportunity and make sure they know how to apply. Justify your medium selection.  Although your company has tried to keep all staff members on board, the decision was made by the Board to downsize the company, thereby causing ten members of staff to be made redundant. Write a letter of termination to these employees using the indirect approach.

Mr. Paul has joined your health care organization recently. You being the HR manager have to arrange for creating an employee service file for Mr. Paul, with his personal records, qualification and experience certificates, medical tests and reports. During the initial discussions, Mr. Paul had expressed his interest in knowing about employee health benefit schemes that are offered in your organization.  can you Please explain Mr. Paul about the employee health benefits that your organization offers, in terms of : coverage and eligibility?

Human resource policies are categorized as standing plans. True False

This image is human resource management course

In response to a request from the HR Department in Avondale Industries’ Hong Kong site, the training and development office at corporate headquarters in Phoenix, AZ developed an online training program for the Hong Kong HR staff. Participation was 100 percent, and evaluations following the training were excellent. Riding high on these results, the training program was then offered to the HR staff at the Tucson, AZ site. However, the training was not well received, and 70 percent of the participants said the training was not engaging or interesting. Which of the following statements best explains how the training and development office can improve the training the next time they offer it?     While the two sites have HR staff who perform many of the same functions, next time the training and development office needs to be aware of cultural differences and adjust its training accordingly.   The next time, the training and development office can improve the training by having…

Assumes employee B gets daily wage of $400. By May 1, 2021, He has worked for his company for 12 months. Leave taken with less than full wages is: 52 rest days without pay 4 statutory holidays without pay (falling within the first 3 months of employment) 14week maternity leave with payment of $31,360 (A) What is his 12-moth wages by May 2021? (shows your step of calculation) (B) For calculating the average daily wages, state total number of days and wages to be disregarded. (C) Calculate his 2-day annual leave pay taken on May 1 and 2, 2021 (shows your steps of calculation and round up the figure to two decimal place). Average daily wage:

Employee benefits Adham, an accountant at XYZ Company, has just received the following dedication email from the HR department: "Dear Adham, because of your and hard work, we are pleased to inform you that as of Monday, April 22, you will not only be responsible for conducting regular accounting transactions but also supervising the work of the two new junior accountants who have just joined the firm". This illustrates a form of Onshoring Job enrichment Poaching O Job enlargement Pag

You are to assume that you work for an organization that does not have a human resource department. The C.E.O has asked you to write a paper in support of the formation of a Human Resource department. In essence, answer the question “why should the company support the formation of a HR department?”  • What is Human Resource Management? – definition, what do HR professionals do, what are the major HR roles/tasks in an organization? • Why is managing human resources important (compared to other resources)  • Contributions of HR efforts to productivity and competitiveness of companies . Provide evidence or make a case that HR programs do contribute to organizational performance  Can you please use clear sentences, I had no idea what the previous answer I got was talking about the words did not fit together at all so I was kind of lost/

You are to assume that you work for an organization that does not have a human resource department. The C.E.O has asked you to write a paper in support of the formation of a Human Resource department. In essence, answer the question “why should the company support the formation of a HR department?”  • What is Human Resource Management? – definition, what do HR professionals do, what are the major HR roles/tasks in an organization? • Why is managing human resources important (compared to other resources)  • Contributions of HR efforts to productivity and competitiveness of companies . Provide evidence or make a case that HR programs do contribute to organizational performance

Assume you are the HR Manager of an organization and you were assigned to prepare a jobdesign for the position of a Secretary and a Messenger.1. Create the job specifications/requirements for the 2 jobs that will be advertised in anewspaper.2. Prepare the job descriptions of a Secretary and a Messenger.

Title : Monitoring Staff Medical Benefits via an Insurance Firm Established corporations normally offer staff medical benefits as a human resources strategy to attract competent people to join the organization. The medical benefits will include general as well as specialized treatment by a panel of medical practitioners in public and selected private hospitals. Such employee benefits will be formally stated in an employment service contract signed between the employee and employer. In the 1980s and 1990s, Human Resources (HR) Departments used to appoint HR officers to handle and administer staff medical benefits directly. Staff were given the trust and freedom to approach panel clinics and hospitals for treatment based on their medical complications. Panel clinic doctors would, in turn, assess the patient’s ailment and propose a visit to a specialist for selected cases if the ailment required specialist medical treatment. However, in the 21st century, the role of insurance firms to…

Strategic human resource management (SHRM) is a comprehensive approach to managing human resources within an organization that aligns HR practices with strategic business objectives. Unlike traditional HR management, which focuses primarily on administrative tasks, SHRM involves integrating HR functions such as recruitment, training, performance management, and compensation with the organization's overall strategic goals and objectives. By strategically managing human capital, organizations can gain a competitive advantage by attracting, developing, and retaining top talent. Key elements of SHRM include workforce planning, talent acquisition and retention, employee development, and performance management. Additionally, SHRM emphasizes the importance of fostering a supportive and inclusive work culture that values diversity, equity, and employee well-being. Effective SHRM practices enable organizations to build a skilled and engaged workforce that drives innovation, productivity, and…

Which of the following are true about Human Resource Management in Sports Organizations: I. Attracts and Retains the best athletes only for the Sport Organization. II. Human Resource Management is responsible for guiding and setting salary ranges with the sporting organization. III. Attracts and Retains the best human resources.   IV. Puts in place practices that would ensure continuity of the sports organization and sports team. V. Acts a leader and supervisor for sporting athletes. VI. It defines a set of procedures and best practices that are used to influence and manage the performance, attitude and behavior of all people within the Sporting Organization. a. II, III, IV and VI  b. All of the above c. None of the above d. I, II and V

A Business Report to improve the delivery of HR Processes at Amber Dale Veterinary Group (ADV) You are appointed to advise the six directors of Amber Dale Veterinary Group (ADV) about action they can take in the field of human resource management that will alleviate the pressures they are working under. They are asking for advice both in respect of short-term and longer-term plans. What advice would you give in the following areas: • Reducing staff absence and alleviating work pressures • Recruiting new team members • Reducing staff turnover • Improving ADV's record in the field of diversity and inclusion Justify your answer with reference to published research and your wider reading

1. Outline an HR operating model which can support any start-up or SME. Anoperating model that will reinforce business objectives and alignmentincluding efficient approach to the delivery of the HR services to thebusiness. Underline the theories and analysis of the operating model,including advantages and disadvantages of the model selected. 2. Outline the resourcing proposition that can assist towards attracting highlyskilled talent through innovative approaches. In addition, outline theonboarding methodology (approaches, theories, and best practices) inyour proposal enabling new employees to be successful. 3. Outline the development considerations in your proposal to enhance allemployees’ skills and ability to execute the business strategy. Define whatthese development proposals are quoting relevant theories and bestpractices.

As per the law, employers do not have to provide which of the following benefits?       A. Canadian pension plan, Employment insurance       B. Life Insurance, dental insurance, and eye glass coverage,       C. Retirement plan, Profit sharing and tuition reimbursement       D. Both B and C.

DISCUSSION OF CHAPTER 5 INCIDENTS. HRM Incident 1: A Problem Ad?  Dorothy Bryant was the new recruiting supervisor for International Manufacturing Company in Salt Lake City, Utah. One of Dorothy’s first assignments was to recruit two software design engineers for International. Design engineers are hard to recruit because of the difficulty of their training and the high demand for them. After considering various recruitment alternatives, Dorothy placed the following ad in a local newspaper with a circulation in excess of 1,000,000: EMPLOYMENT OPPORTUNITY FOR SOFTWARE DESIGN ENGINEERS 2 positions available for engineers desiring career in growth industry. Prefer recent college graduates with good appearance. Good credit rating Apply Today! Send your résumé, in confidence, to: D. A. Bryant International Manufacturing Co., P.O. Box 1515 Salt Lake City, UT 84115 More than 300 applications arrived in the first week, and Dorothy was elated. When she reviewed the applicants, however, it…

Part 1 – CASE (All names were created for use in the exercise, and do not refer to any specific individual or organization.) John Doe is an applicant for an entry-level position as a caseworker at Start-Smart, a regional non-profit agency, that hires caseworkers to assess clients for various types of support services.  John has read the position description, studied the organization, and he has written and submitted his cover letter and resume by the deadline.  John has also completed the online application for the position, which includes a request to allow the employer, Start-Smart, to access personal social media profiles as part of the interview stage of the hire.  After considering the request John has decided, even though he has concerns, to allow Start-Smart the access requested.  During the review of John’s material, the Human Resources office and the Search Advisory Committee at Start-Smart notice on the social media sites he authorized some pictures of John and John’s…

As an HR intern you will be introduced to the different functions in HR, one of these main functions of HRM is “Recruitment and Selection”. Explain what this function is and discuss how this function can help specifically the company you chose. (Below are some important issues to include in your discussion about this function of HRM) HR planning Job analysis: Job description + Job specification Internal and External Recruitment sources Selection tools such as CV screening, psychometric tests, job interviews, videoconferencing, etc. Strengthen your argument by providing examples. . PLEASE MAKE SURE TO ANSWER IN YOUR WORDS, PLEASE DON'T COPY THE ANSWER AND PROVIDE EXAMPLES.

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Human resources policies What is the main function of human resources personnel in companies? Content: Discusses the importance of human resource policies, practices, and activities for the achievement of company goals. Conclusion: Present your point of view and answer: do you think that the human resources policies that have been created should be reviewed frequently? Explain.

32)  Why is there an increase in the use of Application Tracking Systems by employers?     Online tools are needed since HR staff is declining.     They want to increase the volume of applications for each job opening.     It reduces the risk of lost applications and increases the exposure of the job ad.     HR legislation requires a hiring process to be completely devoid of judgment.