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- Question 1: As an HR professional, what should you have done to prevent this issue from happening? Explain. Then, explain a specific strategy you would implement to prevent something like this from happening in the future.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…Question 1: As an HR professional, what should you have done to prevent this issue from happening? Explain. Then, explain a specific strategy you would implement to prevent something like this from happening in the future. (9 points) Question 2: What would you do about the 11% pay raise that was already promised to the employee? Explain. (6 points) Question 3, Part 1: Presume the employee gets the promised 11% pay raise, and a grievance is filed. What type of grievance is it likely to be? Explain. (3 points) Question 3, Part 2: Presume the employee does not get the promised 11% pay raise, and a grievance is filed. What type of grievance is it likely to be? Explain. (3 points) Question 4: For either of the grievances from Question 3 above, draft a memo for upper management explaining the grievance. Include in your memo a description of the circumstances surrounding the grievance itself. Also, explain your recommendation for resolving the grievance.
- Which of the following is considered a HR best practices? Question 14 options: 1) Paying employees low wages to save costs. 2) Focusing on customer satisfaction. 3) Allowing workforce levels to fluctuate with product/service demand. 4) Promoting employees from within.Question 1 ________ is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. Select one: a. Labour Relations b. Human Resource Management c. Behavioural Management d. Organizational Health & Safety Management Question 2 According to Saylor the four key elements of human resource are? Select one: a. Selection and placement, Job analysis, Compensation and benefits and Diversity management b. Selection and placement, Job design, Compensation and benefits and Training and development c. Selection and placement, Job design, Compensation and benefits and Diversity management d. Selection and placement, Job design, Retention management and Diversity management Question 3 As the director of HR, you are in a meeting with your corporate officers discussing the firm's deliberate use of personnel to gain a competitive edge in the marketplace. You are most likely…Question: Cultural differences with IHRM practices globally, mention how 5 of these could influence HRM practices in Asia as compared to the Western countries.
- DISCUSSION OF CHAPTER 2 INCIDENTS HRM Incident 1: An Ethical Flaw Amber Davis had recently graduated from college with a degree in general business. Amber was quite bright, although her grades did not reflect this. She had thoroughly enjoyed school, dating, playing tennis, and swimming, but found few stimulating academic endeavors. When she graduated, she had not found a job. Her dad was extremely upset when he discovered this, and he took it upon himself to see that Amber became employed. Amber’s father, Allen Davis, was executive vice president of a medium-sized manufacturing firm. One of the people he contacted in seeking employment for Amber was Bill Garbo, the president of another firm in the area. Mr. Davis purchased many of his firm’s supplies from Garbo’s company. After telling Bill his problem, Allen was told to send Amber to Bill’s office for an interview. Amber went, as instructed by her father, and before she left Bill’s firm, she was surprised to learn that she had a…HRM Incident 2: The Controversial Job David Rhine, compensation manager for Farrington Lingerie Company, was generally relaxed and good-natured. Although he was a no-nonsense, competent executive, David was one of the most popular managers in the company. This Friday morning, however, David was not his usual self. As chairperson of the company’s job evaluation committee, he had called a late morning meeting at which several jobs were to be considered for reevaluation. The jobs had already been rated and assigned to pay grade 3. But the office manager, Ben Butler, was upset that one was not rated higher. To press the issue, Ben had taken his case to two executives who were also members of the job evaluation committee. The two executives (production manager, Bill Nelson and general marketing manager, Betty Anderson) then requested that the job ratings be reviewed. Bill and Betty supported Ben’s side of the dispute, and David was not looking forward to the confrontation that was almost…Relevant Article Bartram, T, Cavanagh, J, Meacham, H, & Pariona-Cabrera, P 2021, ’Re-calibrating HRM to improve the work experiences for workers with intellectual disability’, Asia Pacific Journal of Human Resources, vol. 59, no. 1, pp. 63-83. Question : In your own words answer the following: Part A. According to the authors, what are some of the problems in most organisations today regarding HRM systems and the impact on employees with a disability?
- Question: Mr. Rahim is a human resource (HR) specialist that works for a large multinational conglomerate based in Dhaka, Bangladesh. The company employs people from over a dozen different countries (including operation countries: India. Pakistan, UK and China and Australia) and cultures around the world. Mr. Rahim interacts with three general types of employees: parent company nationals, host country nationals, and third- country nationals. What is called an employee from USA works in Bangladesh, an employee from Pakistan work in India, employee from China works in Bangladesh, an employee from Nepal works in Bangladesh, and an employee from Sweden but work in Japan?Subject (HRM)Question:According to you Employee attitude, intelligence, hard work which plays a vital role in increasing the competency of employees at the workplace.Question: You are the group HR director for a small company that has begun to use international assignments. You are considering using an external consulting firm to provide pre-departure training for employees, as you do not have the resources to provide this "in-house'. What components will you need covered? How will you measure the effectiveness of the pre departure training?