You are the HR professional, next week there are 10 new employees will join your company. Your manager requests you to develop an Occupational health and safety check list that will ensure new employees are provided with a basic level of health and safety training and that reinforces the development of a safety climate? 2. How do you think the role of an organization’s safety climate is important in the promotion of safety behaviors at work

You are the HR professional, next week there are 10 new employees will join your company. Your manager requests you to develop an Occupational health and safety check list that will ensure new employees are provided with a basic level of health and safety training and that reinforces the development of a safety climate? 2. How do you think the role of an organization’s safety climate is important in the promotion of safety behaviors at work

Management, Loose-Leaf Version

13th Edition

ISBN:9781305969308

Author:Richard L. Daft

Publisher:Richard L. Daft

Chapter12: Managing Human Talent

Section: Chapter Questions

Problem 4EE

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If you’ve never done an HR SWOT analysis and/or are trying to improve your employees’ experience with your company, now is the perfect time to do one. A S.W.O.T. analysis is a useful tool for developing your HR department’s strategic plan. The S.W.O.T. analysis should be more than simply listing items in each category. HR should consider the interaction of the S.W.O.T. analysis factors and establish strategies and tactics to maximize outcomes. What steps can be implemented to mitigate the effect that the department’s weaknesses may have on the threats the department faces? If the department pursues an identified opportunity, how will the department’s strengths and weaknesses affect the outcome? How can the department’s strengths be used to overcome the threats to lead the organization to achievement of its mission?
Here are the things you haveaccomplished so far:• Reviewed compensation and adjusted salaries for the sake offairness. Communicated this to all affected employees.• Developed job requirements for current and new jobs.• Had each old and new employee fill out a skills inventory Exceldocument, which has been merged into a database.From this point, you are not sure what to do to fully integrate the neworganization. Which components of your HR plan will you have to change?
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?
The Chief Executive Officer (CEO) of Shirley’s Biscuits a British Manufacturer has decided to expand into the German market to sell gourmet biscuits in order to increase the company’s market share and profits. As the Vice President, Human Resource Management you play an important role in the realization of this strategic plan. Write to the CEO explaining the role of HRM in terms of recruitment, selection, training and development of employees
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You have been hired as a new Finance VP, and you oversee a team of almost 30 people. Your HR managerhas recently informed you that there have been several employee relations in your group in the recentpast, and you are concerned about the level of knowledge that your management team has arounddealing with these issues. What could you do to close the gap in knowledge and mitigate the risk of issuesin your group?
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1. How can an organization maintain its image while dealing with a talent surplus? If layoffs are necessary, what would you recommend managers do to ensure that survivors remain committed and productive? 2. Why is it important for HR management transform from being primarily administrative and operational administrative to a more strategic contributor?
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Unfortunately, many smaller organizations do not have a Human Resources Management function (i.e. HR director, coordinator, etc) or are removing the role all together in favor of outsourcing payroll and benefits administration. However, as you have read thus far, an organization's human resources are vital to an organization's competitive advantage and understanding the legal environment is supremely important, regardless of your role. Please answer the questions below: Name three considerations an organization should make when deciding to incorporate 'big data' analytics into their strategic HR function. Fully describe any legal concerns (including naming relevant laws and such) and how you might recommend mitigating such concerns for each consideration.
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