Category: Human Resource Management

You are the manager of a health information management (medical records) group, and you are interviewing to fill an open position for an Accredited Record Technician (ART). Human resources have referred four candidates to you, all of whom have been determined to possess the required qualifications for the job. The first two you interview seem satisfactory to you, and you feel that either could do a reasonable job. As you proceed with your third interview, you quickly decide that this candidate, although seemingly friendly and personable, is the weakest of the three so far in knowledge and experience. Toward the end of the interview, you ask the candidate if she has any questions. She indicates she has no questions but then states, “I’m five months pregnant.”

You respond, “Why should that concern me?”

She smiles and says, “Because if you don’t hire me I’m going to charge discrimination based on my condition.” With that, she thanks you for your time, and leaves your office.

On the same day, you conduct the fourth interview. In your opinion, the candidate who threatened you was probably the third or last choice out of four.

You are to outline the approach you recommend for proceeding with hiring for the open ART position, stating why you offer the courses of action you propose.

Complete and submit your responses to the outline request at the end of the case study.

Create a 5 slide PowerPoint presentation on the human resource functions within an organization that focuses on global expansion. 

Also, write a 2 page paper explaining how these functions can help to achieve organization success, while operating globally. Use APA format. 

assignment 2 instruction is there, samples are there, the template that you will use is there; and relevant lectures 3 and 4.

you have to follow the instruction and see the lecutres , i.e. the slide where it discusses with tables on trainig plan etc. those are samples and you can decide which method is good one and you can adopt one but your assignment should be unique in writing

its uploaded and is in order; starting from instruction for assignment2, then TMCE template that you will use for this assignment; the samples that have done similiar activity; the assignment 1 which has data for the training location, org, trainees # number; and finally lectures, on the lecture look at the table slides where it explain on the design plan and how its developed, etc.

Remember all six steps are relevant and one builds upon other. So, assignment 2 will utilize the assignment 1 data, read through the instructions carefully and the lectures have all the information you need to complete the second assignment. The template is there to fill in and the samples can be used as an example

 

RIS Investments

Part A (Chapter 7)

1. Imagine a vendor responded to your request for a HRIS proposal. What are the indirect/direct costs and benefits of the HRIS? What is the cost of implementation (include dollar estimates)? Does the cost justify the HRIS investment? Explain.

Part B (Chapter 8)

2. Does your organization utilize self-service portals? How do you use self-service portals? If you do not have experience using self-service portals, which portals would you recommend for your organization and why would you recommend those portals? What are some laws that govern HR Administration? What are some current or past examples of the impact of violating these laws?

 

Review the the lecture, How do you D1? (below) For the purpose of this assessment, assume that your trainers, Sarah and Caroline, are new to their jobs.  Assume further that you are their direct supervisor.  Describe how you would prepare Sarah and Caroline for their first assignment before they meet with the department manager, Lori Williams.

Be certain to include in your paper a value chain, a logic map, and a process map for their first assignment.  Also include learning transfer system inventory.  Provide detailed explanations of each component of the maps and the inventory as they apply to the situation in the lecture (below).

The requirements below must be met for your paper to be accepted and graded:

 Write between 1,500 2,000 words (approximately 4 6 pages) using Microsoft Word in APA style, see example below.

 Use font size 12 and 1 margins.

 Include cover page and reference page.

 At least 80% of your paper must be original content/writing.

 No more than 20% of your content/information may come from references.

 Use at least three references from outside the course material, one reference must be from EBSCOhost. Text book, lectures, and other materials in the course may be used, but are not counted toward the three reference requirement.

 Cite all reference material (data, dates, graphs, quotes, paraphrased words, values, etc.) in the paper and list on a reference page in APA style.

 References must come from sources such as, scholarly journals found in EBSCOhost, CNN, online newspapers such as, The Wall Street Journal, government websites, etc. Sources such as, Wikis, Yahoo Answers, eHow, blogs, etc. are not acceptable for academic writing.  

LECTURE

 

How Do You D1?

As Steven Covey suggests, Begin with the end in mind.  Thats the long and short of D1. The define discipline is the first and probably the most important as without direction we have nothing to train nor develop. Defining business outcomes asks the question What is the direction of the performance? If we look back in our book, we see several figures but the idea is how to get the ROI from the training? Performance!

Many years ago I was a Corporate Trainer in a large organization and defining the business needs was the toughest part of the training process. Many times this required a meeting with the trainer and the business department leadership to complete a needs analysis. One of my favorite projects was the Document Manager Project.

Here is a quick real life example:

The Application Analyst (AA) department manager, Lori Williams, called the training department and asked to sit down and discuss the new product they were rolling out to all the company’s AAs, worldwide, and what training could be offered starting on August 11 and ongoing as they were looking to roll out Document Manager on October 2. This product would affect 2500 people.

Lori Williams met with two trainers, Sarah Ward and Caroline Smith. Lori explained that all of the AAs were creating the same documentation over and over again, but had to save it to their own desktops and were unable to share the information because they didn’t have a document repository. Document Manager was going to fix this problem. All of the AAs could then share documentation. Document Manager too would have a template in it for the AAs to use. Document Manager would make the AA’s work much easier and quicker. The AAs were asked by upper management to be more effective with their documentation. Lori wanted to train all 2500 employees worldwide before Document Manger went out to the company on October 2.

Sarah and Caroline asked Lori what the AAs were using now to type up their documentation and what would be different with Document Manager. Lori explained that now AAs used Word Perfect, however Document Manager would use Microsoft Word. Due to this huge change Lori believes every employee effected needs to come to a training class that should last at least two hours, if not longer. Since the training would have to be on a computer, the training departments computer classroom’s only hold 15 people per class. Lori also said that she would like to see each employee pass a test using Word and Document Manager before attaining access to the new programs. She went on to explain that she would also like to have online training for Document Manager and Word available for all employees via their intranet site. Lori also told Sarah and Caroline that upper management had not yet decided how to reach the global employees for this training. Times were tight and they didn’t want to pay for the employees to travel or for Sarah and Caroline to travel. Lori said that she trusted Sarah and Caroline would have the right answer for upper management.

Lori also gave Sarah and Caroline some background on the AAs. She told them that for the most part the AA department’s abilities and familiarity with computers and software was exceptional. Lori had taken over that department only two years ago, but she explained how she weeded out the non-performing employees and replaced them with hard working, smart, efficient ones. Sarah and Caroline were excited about working with this audience.

From this quick example ask yourself the following questions: 

 What organizational goal is driving this training?

 What will the benefit be?

 What is the skill gap?

 What competencies (knowledge, skills, or attitudes) will this program need?

 What evaluation will be used to measure the level of goal achievement?

 Who will be trained?

 What is the estimated class size?

 How many classes will there be and how long will this training last?

 What are the knowledge and skill prerequisites?

 What type of program is being proposed?

 What media, if any will be used in the training?

 What will happen if we do not deliver the training?

 What are the restrictions or limitations for delivering a program?

 What other methods may be used to reach the goal (include limitations and advantages)?

Understanding the solution to the issue at hand is the goal. Gathering information from the senior management and non-supervisory employees will provide the information needed.

Supplemental Material

Podcast

Tim Trainer is asked to create a fun training environment. The business leader wants the employees to enjoy their working life and make sure that they feel fulfilled and rewarded at the after a training experience — the key to improved performance. In order to do so, Tim thought it was important to survey them and find out what a fun training is and to use this knowledge to develop a plan and implement an effective strategy. Unfortunately for Tim, the business leader chose to go on what he believed would create a fun and engaging training. He built a large training room with all the latest tech gadgets and cool ways of interacting with information, the training was held, but the performance didnt improve. Tim then suggested that they go back to assess the situation and learn about the WIIFM for the employees and what delivering for application meant to them. 

It uncovered a quite different story, the employees wanted:

 To feel valued and that they are recognized for a job well done.

 To make a difference for others

 To have the opportunity to learn and grow through education and experiences

 To have good balance among their professional and personal responsibilities

 To be included and to be able to be appreciated for diverse thought, and

 At the end of the day, feel satisfied, fulfilled, and enjoy what they do.

After knowing what the WIIFM is for the employees what are your suggestions for Tim? Remember to use limitations of memory, cognitive overload and diminished learning when answering the Why? for the learner. 

The requirements below must be met for your paper to be accepted and graded:

 Write between 1,250 1,750 words (approximately 3 5 pages) using Microsoft Word in APA style, see example below.

 Use font size 12 and 1 margins.

 Include cover page and reference page.

 At least 80% of your paper must be original content/writing.

 No more than 20% of your content/information may come from references.

 Use at least three references from outside the course material, one reference must be from EBSCOhost. Text book, lectures, and other materials in the course may be used, but are not counted toward the three reference requirement.

 Cite all reference material (data, dates, graphs, quotes, paraphrased words, values, etc.) in the paper and list on a reference page in APA style.

 References must come from sources such as, scholarly journals found in EBSCOhost, CNN, online newspapers such as, The Wall Street Journal, government websites, etc. Sources such as, Wikis, Yahoo Answers, eHow, blogs, etc. are not acceptable for academic writing.  

 

reply to the students’ response and not the question  in 150 words minimum and provide 1 reference. Respond to the students response as though you are talking to them, use name 

question-

 Please describe, why an organization of your choice (research),  needs a strategic reward system for employees that addresses these four areas: compensation, benefits, recognition and appreciation. 

answer

 

Companies need to address all four areas: compensation, benefits, recognition and appreciation to have a well-designed strategic reward system.  It is important that is well-balanced and aligned with the companys mission and vision. 

The need for a well-balanced reward system also applies at Haney and Young, LLP, a small litigation law firm with less than 15 workers.  Their core value is responsiveness to clients.  Being a small firm, it might not be able to compete with bigger law firms, but they should be able recognize the need for a competitive compensation package with both tangible goods, as well as praise, bearing in mind that they should be able to sustain funding.  A reward system should be put in place to recognize outstanding performance to motivate employees.  According to Martocchio (2018), merit programs should be accurate, well  implemented, and ensures all employees have equal access to all that the company offers.  He continues that core compensation and discretionary benefits contribute to a companys competitive advantage like distinguishing itself from competition.

As people dont work primarily for money especially in these days, it is important that recognition of good performance should be encouraged with supervisors and managers for employees to feel appreciated.  When an employee, comparing their salaries and other measurable benefits (e.g. bonuses) it with others in the same position and in different functions, feel that they are being treated then there is a tendency to decrease their efforts whether it is in productivity, participation, and even their presence.  Srivastava(2017) posits that acknowledgement of the relative value of one employee over another is essential and siince rewards have a real cost in terms of time or money, small business owners need to confirm that performance has actually improved before rewarding it .

Martocchio, J. J. (2018). Strategic compensation: a human resource management approach. Boston: Pearson India.

Srivastava, R. S. D. R., & People Matters. (2019, March 7). Strategic reward system in SMEs. Retrieved from https://www.peoplematters.in/article/sme-talent/strategic-reward-system-in-smes-14966

Management and Unions

Write a paper in which you describe three pieces of legislation that have been critical in defining the rights of management and unions.

In your paper answer the following question:

• Why are the laws you chose important and what role did they play in shaping todays management-union relationship?

The requirements below must be met for your paper to be accepted and graded:

• Write between 750 1,250 words (approximately 3 5 pages) using Microsoft Word in APA style, see example below.
• Use font size 12 and 1 margins.
• Include cover page and reference page.
• At least 80% of your paper must be original content/writing.
• No more than 20% of your content/information may come from references.
• Use at least three references from outside the course material.
• Cite all reference material (data, dates, graphs, quotes, paraphrased words, values, etc.) in the paper and list on a reference page in APA style.

References must come from sources such as, scholarly journals found in EBSCOhost, CNN, online newspapers such as, The Wall Street Journal, government websites, etc. Sources such as, Wikis, Yahoo Answers, eHow, blogs, etc. are not acceptable for academic writing.  

Read the chapters from Hillbilly Elegy (attached below) and answer the following questions. 

1. Vance refers to his family as a clan of lunatics but also as hillbilly royalty (17). Explain this paradox and what Vance means by these two expressions.

2. Did you enjoy the reading? Why or why not?

3. What do these chapters say about the idea of home?

4. What is the tone of the piece?

5. Choose 2 aspects or ideas from Hillbilly Elegy and explain why you thought they were interesting (or why you did not like them).

6. Reply to at least 3 of your classmates posts. Your response must be more than simply I agree with you or This is interesting. Think about a conversation you would be having in class about this reading.

The OUCH test described in Chapter 3 of your textbook is a rule of thumb you should use whenever you are contemplating any employment action. OUCH stands for Objective, Uniform in application, Consistent in effect, and Has job relatedness. Offer an example (real or hypothetical) of an employer action taken against an employee that demonstrates a step missing from the OUCH test.