HRM 400 Mod 3 HR Inbox

Human resource management.1. With the impact of COVID19 facing organizations at this challenging time, illustrate how do you restructure your organization in order to reduce the cost of your organization. The restructuring is due to the lesser income during pandemic time. The expected loss of income is about 70%. Your organizational restructuring would require roughly about 50-70% of cost adjustment.

what do you think will be the role of HR Department in ensuring the success of each marketing activity?

17- Five new products are going to be introduced by an organization. This same organization is opening two new offices and one factory next year. The profitability of the organization has increased by ten percent over the previous year. All this information has to be given by the manager to the customers, media and shareholders of the organization. Which role is performed by HR manager in this scenario? a. Mediator role b. Conscience role c. Change agent role d. Spokesman role

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…

Thanks to technology, HRM is now a strategic partner in companies. How specifically has technology created this strategic partnership? Share an example. What value has resulted from this strategic partnership?

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…

Review and evaluate the new trends related to HRD in an environment that is challenging. What are the new trends? What are the new concepts or variables? Why the new concepts or variables important for today's environment? 2. If you were to propose a research study that tries to explain the impact of new challenges or forces toward the effectiveness of HRD, what variables would you include in the research model? Justify your choice of the variables based on the journal articles that you have read. 3. Suggest how would you implement the new concepts in your organization.

We are now almost 2 years into the pandemic and it is quite clear that the role of HR has changed/expanded.  research and experience stateareas how the role of the HR professional has changed/expanded during the pandemic in the area of ! 1) Health & Safety  (2) Technology  (3) Policy  (4) Productivity   Please justify your response with appropriate citation.

Your HRD team is not familiar or comfortable with the role of consultant. Discuss with them the roles, functions, and responsibilities of consultants to their clients. Are there differences between internal and external consultants?

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

13-slide PowerPoint PresentationYou have been assigned as the new HR director to prepare a possible expatriate before they move from your Headquarters (HQ) in your country (e.g. UAE) to the company subsidiary based in the China. Create a 13-slide PowerPoint Presentation to help prepare the expatriate. Use the following questions to help structure your presentation. Refer to the case study on the next pages, so you can include a relevant example. • What cultural similarities and differences (see Hofstede Insights Country Comparison Tool) are there between the expatriate’s culture and Chinese culture? • Based on your own experience of work/studying, do you think Hofstede’s insights are still relevant? Are there any weaknesses to Hofstede’s cultural dimensions theory? • In what way is the case study on the next pages about Fuyao Glass Industry Group relevant to your training to help the expatriate? • Communication played a big role in the struggle between the American and Chinese Fuyao…

As CEO of Hospital X, Koray created a new unit called CPAU (Coronavirus Priority Assessment Unit), that is frequently decontaminated and away from the other units of the hospital such as Accident and Emergency Services, General Surgery, Cardiology, Orthopaedics, and Intensive Care. Also, all of these services have department managers. -What kind of departmentalization would be suitable for Hospital X? Explain in detail and discuss the advantages of this kind of departmentalization. Provide a chart showing the organization’s structure in units such as CPAU, Cardiology, and so on which are managed by departmental managers and Koray as the CEO of the company. -Explain selective perception bias and anchoring effect in decision making process. Provide examples. -XYZ Company is operating in all areas of the oil industry. Due to the uncertain nature of this industry, XYZ Company needs to be flexible. When you think about mechanistic and organic structures, which one will be suitable for…

Mangement  Staffing is a critical component of any organization's success. It involves the process of identifying, recruiting, and placing the right individuals in the right positions to achieve the company's goals and objectives. Effective staffing ensures that a company has the necessary talent and skills to carry out its operations efficiently and adapt to changing market demands. It's not just about filling job openings, but about finding the best fit for both the organization and the individual. Question: How can organizations ensure that their staffing process aligns with their long- term strategic goals and fosters a culture of diversity and inclusion?

1What specialized skills will the future HRIS professional need in order toeffectively manage an organization’s virtual human resource function? 2 What is manpower planning? How does it relate to other human resourcemanagement activities?

You are the HR Manager at HR Interior Painters. HR Interior Painters provides professional interior painting to homeowners in the Edmonton Area. Painters at HR Interior Painters are expected to possess the necessary skils for proper surface preparation, painting, and clean-up. The company prides itself on superior customer service and relies on customer referrals. You have been tasked with developing an effective benefits program suited to your company. The age diversity of your employees is as follows: • Ages 20-30: 24 employees · Ages 31-45: 98 employees Ages 46-60: 28 empioyees 81% of your employees have families and the remaining are single. Your answer: 1. Explain how you will develop an effective benefits program for the employees at HR Sustainable Sports Manufacturing. 2. Include some of the specific benefits that will be included and why they were chosen for the employees at this company. 3. Explain some strategic benefits of our benefits program

Q2. A- In Adobe company, Ms. Tia was transferred from another function into an important HR role. It was not long before complaints were coming in, which set the stage for an unpleasant mid-year performance review.“What is your future plan?” asked her boss, trying to build some perspective on the situation rather than jumping into a series of criticisms. The employee had no answers. “Tell me what you would like to achieve in this job?” her boss persisted. After avoiding a direct answer she eventually blurted out, “Why are you asking me this? I love this job.” Then she burst into tears. Her boss knew there was a problem but could not put his finger on why she was doing so poorly. Neither did he have the time to devote to a lot of coaching. He knew she was motivated and had a good track record in her previous job. Despite the complaints from her internal clients he wanted to give her a chance. Now suggest to the boss that what chance should be given to Ms. Tia to improve her performance…

discuss how mission, vision, values, and culture all lead to essential linkages in the HRM world.How should the leadership decide to invest in a new company strategy that includes HRM professionals to be more involved with organizational decisions?  how a company might review, revise, and rethink its culture. Where should an HRM leader start with this endeavor?

HIT AND MISS MANUFACTURING: A Star is Born The head of HR deparment, Atty. Mila Bravo was directed by the company president to act as leader of a committee whose task is to revise and update the current compensation scheme of the company. The president designated the following as members of the committee:1. The accountant2. The executive secretary3. An employee in one of the operating units4. An officer of the labor union5. The internal auditor6. A representative from the public During the first meeting, the seven members were all present. The president made a briefing regardingthe purpose of the group, the circumstances that lead to the formation of the group, and his expectations about the group’s output. The group proceeded to determine the various factors relevant to the determination of the rates of the various jobs. Most of the members of the committee, however, cannot devote the time required to finish the job within the time frame indicated by the president. It turned out later…

1)Suggest which HR function you believe to be the most importantto the overall success of the organization. Provide one example tosupport your rationale. 2)Determine the most likely function of HRMthat is sometimes challenged by line managers in health careorganizations and resulting organizational impacts of thischallenge. Justify your response. 3)From the scenario, analyze therole that line managers in health care organizations play indeveloping HRM. Provide an example to support your analysis.4)Suggest the management characteristic that is most important tobuild and maintain effective manager-employee relationships,indicating the resulting impact to the organization. Providesupport for your rationale. QUESTION TITLE :- Discussion Questions – HSA530 – Health Service Human Resources

1. What specifically would you tell John to say to justify to continue investment in understanding the organization's HRIS needs? 2. Be specific, and outline your recommendations for John, being sure to include key points from this chapter.

1. What are 4 issues in the case that affeced the company? 2. What solutions can Karen use to address these issues?

Part 1: Case Analysis Read the discussion forum below, which shows several employees' posts about how to develop a better performance review system. Then, answer the questions that follow. Jackson: Hi team, this week we’ll use this forum to discuss our performance review system. Specifically, we want to explore the benefits and drawbacks about the timing of our reviews. Currently, our reviews are conducted annually. The HR team wants to know what we think about quarterly reviews. The HR team wants us to share our views with them by September 10. Cynthia: I’ve never experienced quarterly reviews before, so it’s hard for me to say if that’s better. My hunch is quarterly reviews would be more fair and helpful. But, I also assume they take a lot of extra time for our managers. @Erin I think your last company held quarterly reviews. What are your experiences with more frequent reviews? Has anyone else worked at a company with more frequent reviews? Tell us what it was like. Erin: @Cynthia…

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Only questions 1 and 2 related to the text on the document page below !

Using the Contingency Perspective, what would be the staffing/HR strategy of a customer service company seeking to recruit leaders/managers for their firm? What they would focus on (such as recruitment, selection, mentoring, training, etc.). Specify how they would implement the strategy.

Read the case study below and answer the questions that follow. 1. You are a newly promoted HR manager for a company that manufactures a variety of kitchen appliances. As the HR Manager, you have been asked to implement a Management by Objectives (MBO) program. This program is new to the organization and must be implemented within six months. The HR Executive has asked you to prepare a report to outline how you plan on rolling out this program. The report should include the information below: a. Using the steps of the MBO process, explain how you would go about implementing MBO at this company. b. List three (3) advantages of implementing MBO. c. List three (3) reasons why MBO may fail within an organization

small startup company is experiencing rapid growth and is considering restructuring its organizational chart to better align with its business goals. The CEO has asked the HR manager to assess the current structure and recommend changes. Question : - What factors should the HR manager consider when assessing the current organizational structure? What are some possible changes that the HR manager could recommend to better align the structure with the company's goals?