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ETHICAL DILEMMAS IN HR MANAGEMENT
Assume that after working for several years you returned to graduate school to take some advanced courses and earn a master’s degree as a way of improving both your specific job skills and your overall prospects for career advancement. While your degree program was relatively technical in nature, you did take a course in industrial psychology. One of the topics covered in this course was personality testing and measurement. In a term paper for this course, you thoroughly studied and reviewed the most popular personality tests used by companies as selection techniques. You recently completed your degree and are now looking for a new position. You are especially interested in working for one particular company, and this firm is also actively considering you. As part of its selection process, the firm has requested that you complete a battery of tests, including some personality measures. Because you (1) understand these tests so well and (2) have a good understanding of the type of person the firm is looking for, you know that you can answer the questions in the personality measure so as to make you a near-perfect candidate for the job. On the other hand, you also know that the personality traits the company is seeking, and on which you can score highly, are not exactly descriptive of your own personality. But you also believe that you are so highly motivated that you will excel if given the right opportunity.
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What do you think most job seekers would do? What would you do?
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- Case: HR Contributes at SYSCOMany people in the United States are not familiar with SYSCO, but they see its results because SYSCO is the largest food services and distribution company with almost $24 billion in annual sales. SYSCO supplies food products to customers in restaurants, hotels, supermarkets, hospitals, and other companies. In a firm the size of SYSCO with more than 40,000 employees, HR management is making significant contributions to organizational success. As an indication of this success, SYSCO received the Optimas award for general HR Excellence from Workforce Magazine.Beginning several years ago, the need to revitalize HR activities was recognized by both executives and senior HR staff members. At the time, the SYSCO operating regions had administered many of their own HR practices. To bring change to HR corporate-wide, while preserving the entrepreneurial independence of the regions, a “market-driven” HR approach was developed. In this approach, corporate HR…Case: HR Contributes at SYSCOMany people in the United States are not familiar with SYSCO, but they see its results because SYSCO is the largest food services and distribution company with almost $24 billion in annual sales. SYSCO supplies food products to customers in restaurants, hotels, supermarkets, hospitals, and other companies. In a firm the size of SYSCO with more than 40,000 employees, HR management is making significant contributions to organizational success. As an indication of this success, SYSCO received the Optimas award for general HR Excellence from Workforce Magazine.Beginning several years ago, the need to revitalize HR activities was recognized by both executives and senior HR staff members. At the time, the SYSCO operating regions had administered many of their own HR practices. To bring change to HR corporate-wide, while preserving the entrepreneurial independence of the regions, a “market-driven” HR approach was developed. In this approach, corporate HR…Your ideal job after graduation (Business Operations Manager), why you want it, the reasons HR of the company might extend an offer to you (The skills and competence; education level; general recruitment process look like), and how your understanding of HRM can help you secure that offer (your current situations, your ideal job requirements, the discrepancies and ways to approach; risk and potential changes). The goal of this paper is to reflect on how the knowledge acquired in this HRM course can be applied in real-world scenarios, specifically in your personal career planning and job application process. This paper encourages you to critically evaluate your skills and competencies, linking them to HRM practices and principles. Written Report: A detailed report of six pages should include: Introduction: Describe your ideal job, the industry, and why you're interested in this role.\ Skills and Competencies: Discuss your current skills and competencies that make you suitable for…
- Case Study Establishing Pay at United Grinding Technologies Incorporated Establishing pay in companies can be a tough task for HR professionals and general managers because doing it right is very important to the bottom line. Compensation is often one of the most expensive functions managed in organizations. The process can be particularly challenging when dealing with corporate jobs that function at the higher echelons of the hierarchy because of the inherent complexities of the work processes. HR leaders have to identify useful compensation data and appropriate benchmark jobs so that the compensation amounts offered are competitive with comparative market levels. The compensation approaches employed also need to support a firm’s overall pay ideas and philosophies. One of the most important steps in developing reasonable pay involves securing sound salary data, information that is commonly collected through surveys. Luckily, HR…Case Study Jennifer, the owner and manager of a company with ten employees, has hired you to take over the HRM function so she can focus on other areas of her business. During your first two weeks, you find out that the company has been greatly affected by the up economy and is expected to experience overall revenue growth by 10 percent over the next three years, with some quarters seeing growth as high as 30 percent. However, five of the ten workers are expected to retire within three years. These workers have been with the organization since the beginning and provide a unique historical perspective of the company. The other five workers are of diverse ages In addition to these changes, Jennifer believes they may be able to save costs by allowing employees to telecommute one to two days per week. She has some concerns about productivity if she allows employees to work from home. Despite these concerns, Jennifer has even considered closing down the physical office and making her…Suppose that you are performing your duties as Manager HR. After conducting several interviews for your organization, you have selected the candidates for the announced positions. However, you have to intimate the other candidates that they did not meet the qualification criteria in the form of a bad news letter. You may begin the letter with thanking the applicant for showing interest to join your organization. Then, highlight the rigorous criteria on the basis of which you faced a tough time selecting the most competitive candidate from a pool of diligent applicants. Lastly, end with a positive note motivating the applicant to reconsider your organization in the upcoming vacancies.
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- HUMAN RESOURCE MANAGEMENT What is job description in HRM? How do you write duties and responsibilities of a job description? Briefly explain steps required for writing the Perfect Job Description. Also summaries the different sections of a typical job description.A colleague of yours knows that you are knowledgeable about working as an HR manager for a healthcare organization. She has heard the term human resources many times but does not understand how it developed as part of an organization. Provide an early history of HRM, including the contributions of Frederick W. Taylor and the Hawthorne studies. Address these contributions in the context of healthcare by identifying four applications of HRM to healthcare organizationsIn your opinion, which of the HRM functions appears to be the most challenging to implement? Why?