HRMG Midterm

As the Vice President of Human Resource for Moore Beer, Inc., it is my duty and responsibility to direct all of Moore Beer, Inc. employees in accordance with the company 's policies and procedures as well as abide by all the laws that are put in place to protect employee’s rights. Moore Beer, Inc. has suffered a decrease in sales profits, as a result the company is reducing its workforce. The President of the company asked me to look into the five employees listed below and decide who to terminate as well as provide the reason why the termination is necessary. My job is to terminate three out of the five employees.

On the other hand, the success of the company is in large part due to the hard work of the staff who would lose their employment. In addition, it must be determined who would perform the work of the dismissed employees and if the company would be able to function without them. Moreover, the morale and productivity

There are 8 main diversity dimensions that determine whether people are in the majority or minority population. Which one of the following is NOT a dimension?

Examine two ways that companies can recruit qualified job applicants. Determine which method may be most effective and predict how it could benefit the company when hiring new employees.

| (TCOs 1, 5) This type of bargaining occurs when unions shift from bargaining more for job security than higher wages.

The promotion given to Russell, one that he arguably should have received long before, combined with the treatment he will receive, will raise his morale and likely return him to his past working condition. His performance issues are not solely due to his personal issues, but also to his unfamiliarity with the claims systems as he is not very tech-savvy being a baby boomer. This is a situation he will not face in his new role. Instead he will be able to continue to pass on his years of award winning insurance knowledge onto claims associates, but now from a more appropriate position. Justin will also be given the opportunity to make a name for himself in a company where expectations surrounding him are high. He is motivated and determined to do so and this new blank slate of a position is the perfect opportunity. This decision will also maintain the no layoff history and improve the reputation of the company as being a tight-knit family.

Walmart currently employees more that 2 million people worldwide in their more than 10,000 retail stores, strategically located in 27 different countries worldwide (Walmart Inc., 2013). In 2012 the company reported earning well over 400 billion dollars (Walmart Inc., 2013; "Walmart- Refocus," 2006). Here in the third week of the needs assessment being conducted on behalf of our client Sams’s Club a division of Walmart Inc., the focus surrounds the collection and its analysis. Following the collection of data and a meeting was held with Sam’s Club management and a recommendation was made based on this analysis.

Many of Nasty Gal’s layoff and job misplacement issues could have been avoided by simply implementing better hiring practices. In particular, three major issues Nasty Gal is experiencing, their massing turnover, the poor fit of the CEO for her position, and the hiring of entry level workers from other companies for managerial positions, could have been and can be mitigated via proper hiring techniques.

In the case of Larry Palmer, he was the most promising applicant, he had a great personality but had difficulty obtaining the required product knowledge and his scientific communication skills were not very good and these were all the things that were not easy to tell from his interview so it is possible that it was not completely John Ziegler’s fault for hiring Larry Palmer. Fortunately, John Ziegler made up for his mistake by hiring Peggy Doyle who seems to be very productive and she is doing very well in her region. John needs to find out on how to allocate his time in an even way because he spent too much time in the recruitment process for both Larry Palmer and Peggy Doyle when he should have been spending more of his time with his sales representative so John Ziegler will be able to reduce risks and

Business leaders among a wide range of industries agree that an organization’s success is determined by attracting and retaining a quality workforce. However, many organization’s hire employees based on a certain set of skills the employees possess, or acquaintances they have within the organization. Many organizations fail to consider if the prospective employee fits the organizational culture. In the case of Two Tough Calls, the Program Manager, Susan, was faced with a managerial dilemma; retain or terminate two underachieving employees.

As you probably know, Bigg-Glowbell (BG) is one of the largest drinks and beverages companies in the world. It is a market-focused company and prides itself on being responsive to customers’ needs. Its philosophy is, “The customer is king.” BG started as a small, family-owned company and has grown into a major global corporation. Here are BG’s historical milestones: 1896 8 May 1896: Bigg-Glowbell is incorporated, based on Arthur Bigg and Isaac Glowbell’s Herbal Elixir recipe. They plan to manufacture and sell it on a commercial scale. The Bigg family had branches on the east coast of the U.S. and in England. The first commercial-scale production of Herbal Elixir begins in Eureka, Nevada, after complaints from the neighbors persuade the family that the basement in their brownstone was unsuitable for commercial operations. Arthur and Isaac institute a profit-sharing plan with employees. BG establishes its own traveling sales force based on commission. BG expands into other beverages, based on local fruit recipes. There is strong growth from the

During the recent past however, when the company became a more dominant global competitor and a publicly traded conglomerate, the numbers of employees leaving the firm have increased, generating adjacent problems of employee recruitment, training and retention. In other words, the major challenges currently faced by the company are related to talent management. At a more specific level, the issues refer to the following:

Briefly summarise the HRPM (i.e. the 2 core professional areas, the remaining professional areas, the bands and the behaviours)

Problem identification: The global beer industry was experiencing increasing competition due to the new and potential mergers and acquisitions of

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug