Is there more to HR than its predecessor, PA? Discuss the arguments for and against this notion.
Read the articles Why We Hate HR (Links to an external site.) and Reasons Why Employees Hate HR (Links to an external site.). Address three out of the five following questions:
Is there more to HR than its predecessor, PA? Discuss the arguments for and against this notion.
Based on your experience, to what extent do you agree or disagree with Hammonds’ arguments and why?
In your opinion, who is responsible for HR not reaching its full potential in general? Who is responsible for HR not reaching its full potential in your organization (if applicable)?
Based on what you have learned so far, how can HR act as a strategic business partner in general? How can HR act as a strategic partner in your organization?
After reading both articles, do you think your employer should increase, decrease or outsource HR roles and functions and why?
Use at least one additional scholarly source and provide the link within the body of your initial post to further support your analysis. For assistance with finding sources, refer to the Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) document.
DQ2 EEOC Violations
Read “Selected List of Pending and Resolved Cases Under the Age Discrimination in Employment Act (ADEA).” (Links to an external site.) Select two case studies and present a defense strategy as if you were the HR representative for the company that potentially violated EEOC guidelines. Try to explain why the company may be in compliance, or defend the company in lieu of a potential lawsuit. In order to provide a thorough analysis, please use at least two other sources in addition to the official EEOC (Links to an external site.) website.
OMM618 Human Resources Management
Week 2 Discussion
DQ1 Recruiting
List at least three jobs and research the organizations’ recruiting practices. The jobs could be positions you have held or of those you want to hold. In your post, address the following questions:
How were you recruited for each position (or how is the typical employee recruited)?
From the organization’s perspective, what are the pros and cons of recruiting through these methods?
DQ2 Selection and Staffing
Some organizations set up a selection process that is long and complex. In some people’s opinion, this kind of selection process is not only more valid but also has symbolic value. In your post, address the following questions:
What can the use of a long complex selection process symbolize to job seekers?
How do you think this would affect the organization’s ability to attract the best employees?
OMM618 Human Resources Management
Week 3 Discussion
DQ1 Training and Development Review
Post a rewritten version of your topic and objectives for your training and development plan (originally submitted for the Week 2 Two Exercise).
Respond to at least two of your classmates’ posts. Offer a peer critique for two classmates other than those you selected in Week Two. Include suggestions for improvement, questions you may have, ideas for sources, and so forth. The critique should be 200 to 250 words and include citations and references for the text and at least one scholarly source. For assistance with finding sources, refer to the Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) document.
DQ2 Learning Styles
Enhancing employees’ knowledge through training and development is crucial in today’s marketplace. Employees who receive training will improve their skills, gain knowledge, and perform their daily work more effectively and efficiently. In turn, those employees tend to stay engaged, remain motivated, improve performance, and help the organization stay competitive.
However, the implementation of the proper strategy for employee learning is a challenge for most organizations. In the majority of organizations there is a diversity of learners, and different employees learn better through different learning styles. Such leaning styles need to be taken into consideration when planning a training program.
Go to ThoughtCO. and take the Learning Style Quiz (Links to an external site.). (This is the quiz you took in the Week 1 Post Your Introduction discussion.)
Post your quiz results and discuss your learning style. Additionally, address the following implications of knowing a person’s learning style:
What type of training most appeals to people with a similar learning style to you?
What methods of instruction work best with your learning style group?
What method of instruction is a challenge for this learning style group?
OMM618 Human Resources Management
Week 4 Discussion
DQ1 Herzberg’s Two-Factor Theory
Herzberg’s two-factor theory speaks to issues relevant in both employee compensation and benefits as it discusses why people choose a workplace, as well as what keeps employees satisfied and committed to their work. For more information on Herzberg’s two-factor theory, see the Frederick Herzberg motivational theory (Links to an external site.).
Imagine that you are an HR manager in a contemporary firm and answer the following:
Who are you trying to recruit to work for you (i.e., your audience)?
What sort of compensation and benefits package would you ensure is in place to recruit the best candidates for the position?
DQ2 Keeping Employees Motivated
If you have taken the time to review Herzberg’s work, you may have learned that people accept a job and stay on the job for different motivational reasons. Job satisfaction is achieved through what Herzberg would categorize as motivational factors (personal growth; responsibility; the work itself; opportunities for achievement, advancement, recognition; and/or to make a positive difference) rather than hygiene factors (status, salary, job security, types of supervision, etc.).
Using at least three comparison web examples from the industry you used in your “Herzberg’s Two-Factor Theory” discussion post this week, delineate a creative employee benefits plan designed to keep your best employees satisfied and motivated. Remember to include all of the links as well as references from the course text and other sources to support your rationale.
OMM618 Human Resources Management
Week 5 Discussion
DQ1 HRM and the Organization
There are many issues affecting organizations today, such as employee retention, flexible work schedule, contingent workforce, talent management, and work-life balance. Select one of these issues and discuss how it integrates with at least two of the functional areas of HRM that you have learned about (training development, recruiting and selection, performance and evaluation, compensation and benefits, etc.).
DQ2 How is it Going?
Answer the following questions:
Which of the topics presented to you thus far in this course has been most difficult to understand? Why?
Which of the topics presented thus far in this course has been most interesting and important to you? Why?
What are your recommendations to make this course better?
OMM618 Human Resources Management
Week 6 Discussion
DQ1 Evolving HRM
Moving forward with the knowledge you have gained from this course, as well as any work experience, what issues do you think will become increasingly important to HRM? Explain your answer. You must use at least two scholarly sources and one source from popular literature to support your position. For assistance with finding sources, refer to the Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) document.
DQ2 Managing the Modern Workplace
Now let us take a look at what it takes to put it all together. How do you manage human resources in a global technological environment? How can an organization be strategic with their most important resource-their people? Explain your answer. You must use at least two scholarly sources to support your discussion. For assistance with finding sources, refer to the Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) document.
OMM618 Human Resources Management
Week 1 Assignment
OCBC Bank Case Study
Analyze OCBC Bank after reading this article (Links to an external site.).
In a three- to five-page paper (not including the title and references pages), address the following:
Describe OCBC’s unique approach to talent management and development.
Compare OCBC’s approach to talent management and development to other organizations you are familiar with (e.g., current or past employers, a family business).
Explain how OCBC’s approach to talent management and employee development been a primary contributing factor to the firm’s success.
Evaluate the extent to which OCBC’s approach to talent management and development fits other organizations or industries, including some limitations if applied elsewhere without modification.
Conduct some additional internet research on OCBC, and examine how OCBC has performed recently—what has it done more of, less of, or differently from in the area of human resource management. Use this information to support your paper in addition to cited sources from the textbook; you must also use at least two scholarly sources. For assistance with finding sources, refer to the Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) document.
OMM618 Human Resources Management
Week 2 Assignment
Recruiting and Staff Plan
Assess the opening case study from Chapter 6: “Amazon is Hiring…Big Time!” In a three- to five-page paper (not including the title and references pages), create a recruiting and staffing strategy for Amazon, and select one position from the given list to write a recruiting and staffing plan; consider how many of these positions Amazon needs to fill. You must select from the following full-time positions: Warehouse Supervisor, Delivery Representative, and Customer Service Manager.)
Your paper must include the following:
Write an introduction including the selected position, a preview of your paper, and a succinct thesis statement.
Discuss the legal landscape, including special legal considerations that the company should be aware of.
Create a recruiting plan for the position selected that includes the following:
Explain what recruiting is and why it is important.
Explain the tools that will be utilized to find candidates for filling the selected position, and state why each tool was selected.
Create a selection plan for the position that includes the following:
Explain what staffing is and why it is important.
State what assessments will be used and why.
Discuss the types of interviewing techniques that will be used and why.
List five job-specific interview questions for the position candidates.
Write a conclusion paragraph that reaffirms your thesis statement.
Your paper must be formatted according to APA style as outlined in the Ashford Writing Center. It must include citations and references for the text and at least three scholarly sources, one of which must be from the Ashford University Library. For assistance with finding sources, refer to the Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) document.
OMM618 Human Resources Management
Week 3 Assignment
To Plan, Design, Deliver, and Evaluate an Original Training Program
Assess the Draft Training Proposal and peer feedback you received in Week Two, and finalize the topic and objectives for your training program. In a 20- to 25-slide PowerPoint presentation, not including the title and references slides:
Conduct a needs assessment for your proposed training program. This should include both a person and a task analysis.
Develop SMART (Specific, Measurable, Attainable, Realistic, and Timely) training objectives based on the needs assessment and any assumptions you may need to make.
Create an original, detailed training proposal. This should include:
A title and description of the program.
A discussion of training methods to be used, and a rationale (justification) for using them, based on training theory.
Proposed instructors and the reason for using them.
A tentative training outline.
A tentative list and description of training materials needed.
Develop a plan for evaluation of training effectiveness including both short-term and long-term evaluation where appropriate.
Your presentation must be formatted according to APA style as outlined in the Ashford Writing Center. Support your work with cited sources from the textbook and at least three additional scholarly sources. For assistance with finding sources, refer to the Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) document.
OMM618 Human Resources Management
Week 4 Assignment
Crafting a Compensation and Benefits Plan
Now that you have considered how to recruit and retain the employees you want in your organization, create a compensation and benefits package using this business proposal formatPreview the document. The package must be consistent with the objectives of job satisfaction for the valuable employees in an organization of your design.
Include the following:
Salaries and benefits packages of comparable organizations in the same industry.
What employees working in the 21st century consider to be benefits (see this week’s recommended readings for a start).
What helps to keep employees engaged in their work (see State of the American workplace: Employee engagement for U.S. business leaders (Links to an external site.) and Surprising, Disturbing Facts from the Mother of All Employee Engagement Surveys (Links to an external site.) for some ideas).
Please review the Word 2010 create and edit tables (Links to an external site.) video. Closed captioning and transcript of the video is provided in the tool bar of the video player
Your business proposal must be formatted according to APA style as outlined in the Ashford Writing Center, must include a separate reference page, and must include citations from the text and at least four scholarly sources, one of which must be from the Ashford University Library.
OMM618 Human Resources Management
Week 6 Assignment
HR Plan
You are a Human Resources (HR) program of one. Based on information learned in this course, create a Human Resources plan of the steps needed to create a one-person HR department. The design of the HR department must correspond to the various dimensions of the organization. For example, if there are multiple customers, products, or locations, then HR needs to support them all.
In your paper:
Provide a clear and concise summary of the business (name, industry, number of people, etc.).
Create a detailed plan by completing the following:
Develop a recruitment and selection plan.
Design a training and development plan.
Design a compensation package for the people hired.
Discuss legal issues the company should consider (e.g., the U.S. Equal Employment Opportunity Commission).
Develop a performance appraisal system.
Provide support from scholarly sources in regards to the decisions made in the creation of the HR department.
Writing the HR Plan
The HR Plan
Must be eight to ten pages in length (not including the title and reference pages) and must be formatted according to APA style as outlined in the Ashford Writing Center. Any exhibits or appendices are also not included in the paper length.
Must include a title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must begin with an introductory paragraph that has a succinct thesis statement.
Must address the topic of the paper with critical thought.
Must end with a conclusion that reaffirms your thesis.
Must use at least five scholarly sources, three of which must be from the Ashford University Library, in addition to the text.
The Scholarly, Peer Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.
Must document all sources in APA style as outlined in the Ashford Writing Center.
Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center.
Carefully review the Grading Rubric (Links to an external site.) for the criteria that will be used to evaluate your assignment.
OMM618 Human Resources Management
Week 2 Exercise
In preparation for the Week Three assignment, look ahead in the course syllabus and post a draft topic and objectives for your training and development plan.
Respond to at least two of your classmates’ posts. Offer a peer critique of their draft topic and objectives. Include suggestions for improvement, questions you may have, ideas for sources, and so forth. The critique should be 200 to 250 words and include citations and references for the text and at least one scholarly source. For assistance with finding sources, refer to the Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) document.
OMM618 Human Resources Management
Week 4 Exercise
Attach a copy of your Week Three PowerPoint assignment. Next, critique the PowerPoint of someone different than who you critiqued in Week Two. Use at least two scholarly and/or popular sources to support your response. For assistance with finding sources, refer to the Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) document.
Respond, or add to, at least two other peer critiques.
OMM618 Human Resources Management
Week 5 Exam
Question 1 Why are training and development considered one of the eight critical practices in the process of strategic human resource management?
Because no other strategic HRM processes can take place until employees are trained to do them.
Because an organization achieves its objectives and goals through its people.
Because they are good for an organization’s image as part of corporate social responsibility.
Because people who are drawn to human resource management as a career tend to be interested in teaching and training others.
Question 2Which of the following is the difference between training and education?
Training emphasizes current job requirements, while education focuses on requirements for positions an employee may hold in the future.
Training is provided mainly to employees who have received poor evaluations in an area, while education is available to anyone who wants to learn a new skill.
Training is shorter and usually provided in the form of computerized lessons or day-long seminars. Education occurs over the period of weeks or months and often in the form of weekly classes.
Training occurs on the job, while education is a more formal process that usually takes place offsite.
Question 3Which of the following reflects the correct order of the training process?
Design, development, delivery, evaluation, needs assessment
Needs assessment, design, development, delivery, evaluation
Design, development, needs assessment, delivery, evaluation
Needs assessment, evaluation, design, development, delivery
Question 4__________ refers to the degree to which an organization is able to meet its goals and objectives.
Organizational effectiveness
Organizational management
Organizational productivity
Organizational efficiency
Question 5__________ act(s) as a mediator between employees and organizations in order to align employees’ interests with the organization’s expectations.
Employment agencies
Employers
Human Resources
Headhunters
Question 6__________ asserts that when negative consequences follow behaviors, the behaviors tend to occur less frequently, and when positive consequences follow behaviors, the behaviors tend to increase.
Skinner’s operant conditioning
Thorndike’s law of effect
Pavlov’s conditioning experiment
Skinner’s theory of behaviorism
Question 7Which of the following is NOT one of the sources of information that help an organization determine the type of training it needs?
Individual analysis
Competitor analysis
Job analysis or task analysis
Organizational analysis
Question 8Which of the following is NOT true about Health Insurance Portability and Accountability Act (HIPAA)?
It protects the security and privacy of health information.
It applies to federal, state, and private employers with 50 or more employees who have been with the employer full time for one year or longer.
It exempts pre-existing health conditions.
It grants employees the right to retain their health insurance plans after changing employers or losing their job.
Question 9Which of the following is NOT one of the factors to be considered by organizations before venturing into global recruiting?
Organizational structure
Cultural differences
Brand recognition
Variations in HR laws, practices and compensation systems
Question 10Which of the following are most likely to shape employee motivation?
The availability of flextime and other work-life benefits.
The perceived value of the rewards package as a whole.
The monetary value of a specific benefit.
Benefits that are expensive to purchase individually, such as health insurance.
Question 11According to behavioral perspectives, which of the following would be most likely to motivate an employee?
A regular large paycheck
A financial penalty for underperformance
A sense of procedural justice
A commission based on sales
Question 12 Which of the following is NOT an example of HR-related processes that can be automated and managed using human resources information systems?
Payroll and assessment
Performance and training planning
Measurement and assessment
Termination
Question 13Which of the following is NOT a common type of training?
Facilitated
Union-initiated
Optional
Face-to-face
Question 14__________ justice will be perceived to be low if an organization bases incentives and pay and on a set of criteria that is specific and clearly communicated but then uses a performance appraisal system that is too subjective.
Organizational
Procedural
Interactional
Informational
Question 15Which of the following is NOT used to determine whether a job function is one that an individual with a disability is required to perform, with or without accommodation?
Whether it is an essential function or a marginal function.
How significant the task is, compared to other functions.
How frequently the task is performed.
Whether it is a Bona Fide Occupational Qualification.
Question 16Based on Pfeffer’s work, which of the following is one of the seven practices that are most effective for gaining competitive advantage?
Job-based pay
Knowledge-based pay
Skill-based pay
Company performance-based pay
Question 17What is a difference between a college degree and a professional certificate?
A college degree is more general, while certificate programs are focused on a specific occupation.
Professional certification, unlike a college degree, is almost never a requirement for practice employment.
Degrees are offered by more specialized associations, whereas professional certificates are offered by more general educational institutions.
Only degrees can be earned at community colleges.
Question 18Which type of training might be a better option when the goal is to develop new skills and prepare employees for future responsibilities, challenges, or positions?
Off-site training
On-the-job training
On-site training
Professional certification
Question 19__________ refers to a test that matches applicants to jobs based on a combination of their top five strengths.
Personality Traits finder
Skills finder
Talents finder
The Gallup Strengths finder
Question 20Which process has the goal of identifying applicants who fit the organizational culture and possess the most influential qualities required by the job?
HR planning
Recruitment
Job analysis
Selection
Question 21Considering the changes impacting many different industries, some companies are forced or eager to operate at a global level. Please discuss some implications and challenges globalization presents to HR professionals within a particular industry of your choice. Provide industry-specific examples portraying your understanding of global challenges HR teams may face within that particular arena.
Question 22Place yourself in the position of general manager of a service department. How might formally written job requirements help you to manage your work unit?
Question 23Organizations are increasingly operating in ambiguous yet dynamic environments. Do these new organizational environments dictate more or less human resource planning activity? Why or why not? Support your answer.
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