assume that you work as an hr professional for an IT company with diverse workforce such as (developers, designers,SQA,RND finance marketing and Operations) Here in the workplace-some people communicate well or discriminate against others at work and some people are slackers, bullies , gossipers troublemakers and complainers which lead to misunderstanding and stress among them .They can also have an impact on employee management relationship,productivity,performance,mood „morale and reputation .So what strategies are you going to use or suggest control mitigate these circumstances while also increasing employee satisfaction
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- You are an HR manager who is considering the use of a selection system. You know that it will do a good job at selecting the best workers, but it also screens out members of visible minorities (i.e. disabled people) at a rate much greater than that for other Saudi citizens. Should you use this system or try to find another that does not screen out so many members of visible-minority groups? What if the new system does not do as good a job at selecting the best workers?1. You are the HR manager for a large organization and are in charge of the hiring process. How can you ensure that your recruitment process is fair and unbiased? 2.Whatistheroleofjobanalysisinthehiringprocess? 3.Discusstheadvantagesanddisadvantagesofinternalrecruitment. 4. As an HR manager, you have noticed that some of your employees are not motivated and are not performing up to their potential. What steps can you take to improve employee motivation and performance? 5. What are the challenges faced by HR managers in managing a diverse workforce? 6. As an HR manager, you have noticed a high employee turnover rate. What steps can you take to improve employee retention?Pay equity issues run rampant in the United States. Women, on average, only earn a portion of what a man does, and a minority woman could earn even less yet. Organizations need only look in their own backyards to see the pay gap rearing its ugly head—almost every organization has one. You’re an HR professional at an organization that thinks it’s paying its women fairly. Still, you want to make sure. Bias and pay discrepancies come in all shapes and sizes, and symptoms of the pay gap could be lurking in the shadows. So, you start doing some research. Where do you look? What are your plans? Online searches can provide you with a variety of places to look and steps to take to uncover pay gaps at your organization. List two or three different steps that you, as an HR professional, would take to ensure that the company is doing everything it can to ensure pay equity. Provide a quick explanation of each of those plans, if necessary, and share your sources. Once you’ve put together your list…
- The COVID 19 pandemic has brought about more diversity in hiring. HR is being given the importance that was hitherto only considered a back- office support function. Considering the vast sea of changes that the HR has undergone in the past 1 year, elaborate on the necessity to upscale and reskill employees in aspects of technology, structural changes and people mindset in organizations.1) Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them. 2) If you become the new manager at a restaurant with high employee turnover, what actions would you take to increase retention of employess?1. Explain what human resource management (HR) is and howit relates to the management process.2. Give at least eight examples of how managers can use HRconcepts and techniques.3. Illustrate the HR management responsibilities of line andstaff (HR) managers.4. Provide a good example that illustrates HR's role informulating and executing company strategy.5. Write a short essay that addresses the topic: why metricsand measurement are crucial to today's HR managers.
- Management How can increased diversity result in higher economic performance? A company provides three months of paid parental leave for new parents both men and women, what type of compensation is this? How is this company considering diversity in their compensation? Diversity is a principal factor to HR decisions, please describe how diversity can impact different HR functions. XYZ company surveys employees every year to improve the working environment from a compensation and benefits perspective. For example, they help employees with providing college loans, they also provide more family leave for people who have kids. They also change the basic salary based on the location, in locations where rent and prices are high, they increase the salaries.Critically evaluate TWO different structures for HR service delivery across achosen organization. Within your evaluation, you are required to recommendwhich of these structures would be most effective in delivering the organization’s HR strategy.[800 words]Read 3.3 Compensating Global Employees. Once you've completed the reading, imagine you have been tasked with convincing a rising star on your MNE's domestic management team to accept a 3-year minimum senior management position at the firm's top emerging market subsidiary to prepare local management candidates to take over responsibilities. Are the HR dynamics for expatriate compensation offerings significantly different compared to a strictly domestic situation? Are you going to include in a "state of the art" expatriate compensation package? How might you structure your firm's compensation offering to align the employee's interests with those of the MNE's long term strategy?"
- You are a Human Resources Specialist responsible for completing background checks fornewly hired employees at a trendy software company. The company has recently hireda high-profile C-Suite executive out of Silicon Valley – they are eager to have him startworking. Paul, one of your HR directors, pops into your office and says, “Did you hear?The new executive is on-site today getting things set up and networking with theexecutive team since he was in town early helping his daughter move into her universitydorm. He even contributed to their weekly leadership meeting. He’s such a great guy!”You know that the background check has not been cleared yet for this new executive,and the company policy clearly states that no employee may begin working in anycapacity before a background check has been fully cleared. You don’t want to causetrouble with such a prominent leader in the company, and you don’t want to call outPaul’s compliance oversight. However, you know how much liability trouble this…- Identify ONE emerging trend/factor (example: labor law, workforce demographics, economic conditions…) related to HR. - How is this trend/factor impacting global human resource management? -How does this trend affect the training and development needs of today’s organizations? -What can be done to guard against any negative affect this trend can have on HR and its functions? . please help me answering in your wordsCase: Pioneers in HR AnalyticsThe power of HR metrics and analytics is an untapped resource for many organizations. Human resource information systems (HRIS) are commonly used to capture and store gigabytes of data about employees, but few organizations have mined their data to improve human capital decisions. Most business leaders and HR executives do not make people decisions with the same level of rigor and rationale as they do other business decisions, relying more on intuition and gut feelings. This propagates the myth that the impact of human resources on organizations is either not measurable or not significant. Financial, operational, and marketing decisions all depend heavily on detailed analysis and cost justification. The use of analytics in human resource management can enhance the strategic contribution of HR executives and lead to better decisions and organizational outcomes.At Superior Energy Services in New Orleans, careful analysis of turnover data shattered previous…