Discuss several specific actions the HR generalist could recommend or facilitate to support the managers in improving the value of the performance appraisal system.

/in /by

Individual Project 2 pages and 5 power point slides

 

StopNShopToday, Inc.’s management team has implemented several of your ideas on incentive pay and is now reviewing the company’s performance appraisal forms. These appraisal forms are very old: No one remembers where the forms came from or who made them. When the annual performance appraisal window comes up each store year, managers and assistant managers cringe. This reaction does not occur because the managers hate doing performance appraisals—they simply have not seen very much positive impact from the appraisal discussions, and at least one employee always reacts badly and has a downturn in performance as a result of the criticism. The managers feel that being honest with some employees is a huge risk, and they are not sure the process is worth the trouble.

The current performance form includes the following performance assessment categories:

  • Procedural knowledge and skill
  • Verbal communication skills
  • Creativity
  • Consistently good judgment
  • Attendance
  • Customer service skills

The performance appraisal is an 8-page form with a copy of the employee’s job description attached and 6 large blocks for the manager to write down his or her comments on each of the 6 categories. Managers differentiate between poor- and well-performing employees by using words such as great, okay, always, or rarely. An employee can usually infer the manager’s overall perception of his or her performance from the way the appraisal is phrased.

The performance appraisals are primarily used for manager and employee feedback. After they are completed and received at corporate headquarters, employees receive a 3% pay increase—unless they are about to get fired, which they may receive a lower-pay increase percentage or no increase at all. This creates tension among the employees.

Managers are not given guidance regarding how to describe the employees’ positive behaviors and areas needed for improvement. Some managers take this much more seriously than others and are better at choosing factual scenarios to explain their perceptions of the employee’s work performance. Several times in the past, the company’s vice president of human resources has had to chastise managers regarding the quality of comments the managers included on the form.

Prepare a presentation that you, as an HR generalist, will give to the vice president of human resources and the company’s owners recommending changes to the current performance appraisal program at StopNShopToday, Inc. Include at least 5 PowerPoint slides.

 

Address several different types of performance appraisal systems, and make other comments or suggestions that address the applicability of the performance assessment categories that are currently used. Address each of the 6 performance assessment categories above, and make recommendations for changing any or all of them. It may be beneficial to appraise the information from the job summaries you found in earlier assignments.

______________________________________________________________________________

Discussion Board 4- 6 paragraphs

Discuss several specific actions the HR generalist could recommend or facilitate to support the managers in improving the value of the performance appraisal system.

Culture and diversity conflicts

/in /by

You are a manager in a large, global manufacturing and services organization. You’re trying to explain to your grandfather how different your job is from his before he retired 10-years ago. You both know how society has changed, and you want to explain how that has changed management. Using the topics listed below discuss how management has changed with respect to the topics. Use of real-world examples would be appropriate.

Discussion Board Assignment Guidelines:

 

  • Answer the following questions:
    • How do you think management changed over the years in respect to the following?
      • Organizational culture
      • Corporate responsibility and ethics
      • Culture and diversity conflicts
  • Post a new topic to the Discussion Board that contains your answers to the above questions.
  • 4 to 6 paragraph

Does the writing have a definite beginning, middle, and end?

/in /by

 

This assignment is due Sunday 6/8. I will be able to provided the articles from the book. Critique ANY TWO of the articles from your readings in Part II of Everyday Arguments and compose two brief evaluative essays, or critiques. Each critique should be 300-500 words, emphasizing the positive and negative aspects of the particular essays. These essays should be submitted as a single file.

You might answer the following questions in your two critiques:

1. Is the author’s point of view known?
2. How much evidence does the author present?
3. Is there enough evidence to prove the claim?
4. Is the evidence factual?
5. Does the material come from a wide range of sources?
6. Why do you personally like or dislike the article or essay?

You might also want to utilize the commentaries and discussion questions within each unit as guides to developing your two critiques.

View the Rubric for Critiques located under the “Course Information” link to see how you will be evaluated.Cite your sources using CSU-Global APA formatting. Submit your critiques in a single document to this assignment dropbox.

Consider the following questions as you create your paper:

Organization
Does the writing have a definite beginning, middle, and end?
Is the writing easy to follow?
Does the writing review the text?
Does the writing emphasize the positive and negative aspects of the writing?
Support
Does the paper use valid facts, quotes, statistics, examples and/or testimony to support the assertion?
Document Design
Is APA documentation used correctly?
Is the format standard?
Are citations in parentheses concise and complete enough to find the source on the reference page?
Word Choice/Effective Sentences/Punctuation/Spelling and Mechanics
Are ideas parallel?
Are words added to make comparisons logical and complete?
Do modifiers point to the words they modify?
Does the writing maintain a consistent point of view?
Are verbs consistent in mood, voice, and tense?
Is the paper void of spelling and mechanical errors?

What is the legal definition for sexual harassment?

/in /by

Individual Project 4 pages

 

An employee of 1995 Auto Corp. recently filed with the Equal Employment Opportunity Commission (EEOC). The charge states that 2 female employees in one of the nonunion satellite offices were subject to repeated and unwelcome sexual advances by their male supervisor who is on a work visa. The charge further states that the two women previously complained to the supervisor’s immediate superior letting him know they felt uncomfortable and would like the behavior to stop. The harassment did not stop, but rather, it continued over a period of 3 months. At that point, the female employees decided that the company would not help. They decided to file a claim with the EEOC, stating they were being sexually harassed at work.

The owner is certain the company can put together a response that will clear the company of the charge. He asked if you felt they had a pretty good case. You state that you are not legal counsel for 1995 Auto Corp.; however, you request permission to investigate the claim before giving your thoughts on the company’s policy documentation for a legal defense.

Given your knowledge of Title VII of the Civil Rights Act, you are concerned with 1995 Auto Corp.’s ability to defend the EEOC charge. You plan to engage in your own investigation into the claim to learn more about the complaints made, who had knowledge, what type of investigation was conducted (if any), and what actions were taken.

As you prepare your strategy for investigating the claim and the union issues, consider the following:

  • What is the legal definition for sexual harassment?
  • What investigation process should 1995 Auto Corp. have engaged in when the claims were first made? Why will that be important to the defense of the EEOC charge?
  • What is the legal liability for 1995 Auto Corp. if the EEOC investigation finds the charge to be factual with employer knowledge of the events? Consider the options of mediation versus litigation with regard to organizational cost.
  • What should 1995 Auto Corporation do to prevent this type of charge in the future?
  • What are your overall recommendations for the owner with regard to preparing a response to the EEOC charge?
  • How should 1995 Auto Corp. address a harassment case when it involves employees with a work visa? Consider any special circumstances in employment law dealing with harassment and foreign labor in the workplace.

The following links may be useful to you in this process:

 

The Charge Handling Process
http://www.eeoc.gov/employers/process.cfm

Sexual Harassment
http://www.eeoc.gov/laws/types/sexual_harassment.cfm

___________________________________________________________________________

Discussion Board 4 paragraphs

In today’s workplace, it is less common to find overt or blatant examples of racism or sexism than it was 50 years ago. However, discrimination cases continue to be filed, and often these complaints contain the phrases disparate treatment or disparate impact.

In your post, discuss the following:

 

  • What is the difference between disparate treatment and disparate impact as they apply to employment practices?
  • What is the relationship between protected classes of people and the concept of disparate impact?
  • Provide an example of an employment practice that can be described as having a disparate impact, and include who would be affected by this practice.
  • In your opinion, how far has the U.S. workplace come in terms of reducing discrimination in its hiring, promotion, and other employment practices?
  • What further changes (if any) would you like to see?