Evaluate the cultural issues that need to be addressed

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Review Juanita’s World Parts 1-5 and write a 5-7 page paper. Pretend you are Juanita and develop a human resource plan to share with your boss. Develop a scenario which analyzes and summarizes the current situation for the employer. You are to create details that make this scenario more realistic and support your response to the issues and questions presented below.

Your paper should include the following:

  • Evaluate the cultural issues that need to be addressed
  • Analyze the ethical considerations that apply
  • Describe the organization’s current hiring needs and projected hiring needs for the coming year
  • Develop a recruitment plan for fulfilling the company’s current and future hiring needs
  • Explain the plan the company should follow to manage employee performance
  • Identify at least 4 laws or regulations that apply to the company. Explain the actions Juanita’s company has to take to ensure they are conforming to the requirements of these identified laws and regulations.
  • Provide a recommendation for the organization on how they can motivate employees while adhering to the legal and regulatory requirement and maintain a safe and healthy work environment.

Write a 5 to 7-page paper in Word format. Use at least three resources to justify your responses. Apply current APA standards for writing style to your work.
Use the following file naming convention: LastnameFirstInitial_M3_A2.doc. For example, if your name is John Smith, your document will be named SmithJ_M3_A2. doc.

What is the appropriate interviewing technique to address the attrition problems and hire the appropriate employees?

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Week 1 Individual

Research Applications Paper

 Write a paper of no more than 700 words discussing the research principles found in the assigned reading and their application to research in human resources. Include the following in your paper:

 

·         The goals of research in HR

·         A comparison of the applications of primary and secondary research

·         An explanation of how reliability and validity are used and why they are important to human resource research
Week 2 Individual

Evaluation Criteria Paper

 Bradford Enterprises has experienced rapid expansion over the last 12 months, growing from 10 locations and 3,000 employees in one state to 22 locations and 8,000 employees in seven states. Bradford Enterprises has decided to upgrade its HR approach and raise it to a new level to be more competitive. The company’s owner is looking to implement three specific HR tools to help the HR do its job well and manage this expansion. The tools are selection tests, a Human Resource Information System (HRIS), and succession planning tools. As an HR manager, you have been asked to sit on the committee to identify which selection tests, HRIS, and succession planning tools should be considered. Your task is to identify specific criteria for the selection process of each tool.

 

Write a paper of no more than 1,050 words identifying which selection criteria you feel is most valuable for each tool; use references to support your choice. The conclusion must include an analysis of the chosen criteria for the three tools and how they differ from each other.
Week 2 Learning Team Discussion Question Respond to learning team discussion question as team and post your collective response to gradebook.

Question: What criteria are most important when evaluating HR research tools? Explain why.

 
Week 3 Individual

Motivating and Compensating Employees Simulation

 Log in to the student website and access the Motivating and Compensating Employees simulation via the following link:

 

https://ecampus.phoenix.edu/secure/resource/vendors/tata/UBAMSims/hr_management1/hr_management1_motivating_compensating_simulation.html.

 

After finishing the simulation, assume that you are the Human Resources Director for Magic Graffix.

 

Write an evaluation of Magic Graffix’s behavior and performance initiatives in no more than 1,050 words. Include the following in your evaluation:

 

·         What is the appropriate interviewing technique to address the attrition problems and hire the appropriate employees? Explain why.

 

·         Is Magic Graffix using a specific selection test or technique? If not, would you recommend one? What criteria would you use and why is it appropriate for Magic Graffix?

 

·         Provide an analysis of three performance appraisals and identify which one is the best tool to use at Magic Graffix.

 

·         Discuss other corrective measures that you would recommend.
Week 3 Learning Team Discussion Question Respond to learning team discussion question as team and post your collective response to gradebook.

Question: Please review the enclosed article regarding a recent federal court ruling against the City of Chicago Fire Department. Given the tenuous financial state of most city governments and governmental agencies a ruling of this magnitude can be devastating.

As you review this articles/web site, consider and provide your response, what could the Department have done proactively to avoid this ruling?

Do you think the Department gambled that they would receive a favorable ruling
in court? Support your position.

http://www.suntimes.com/news/cityhall/5357156-418/city-must-hire-111-bypassed-black-firefighter-candidates-court-rules.html

http://www.cfd1995testlitigation.com/

 
Week 4 Learning Team

Market Analysis

 Conduct market research for an organization chosen by the members of the Learning Team. The purpose of the research is to explore the reliable websites available online and to write a market analysis of no more than 1,400 words. Resources available include the Department of Labor (www.dol.gov), the Bureau of Labor Statistics (www.bls.gov), and the statistical abstract of the United States (www.census.gov/compendia/statab/), as well as any industry reports available that are nonproprietary. You may use charts and graphs to support the analysis. Include the following:

 

·         A discussion of labor trends for your organization’s market

 

·         Salary structure and compensation packages

 

·         Forecasting

 

·         Availability of labor in the workforce

 

·         Are there other tools appropriate for your analysis? What are the appropriate tools to use for forecasting, pricing, and labor market analysis for your organization?

 

·         Provide projections with statistics to support your analysis.

 

·         What external pressures will your corporation face in the next three years?
Week 5 Individual

HR Statistical Techniques Paper

 You are the new HR Director of Ayles Networks, an established IT networking company. The company currently employs over 3,000 people across the Southwestern United States. The HR office is centrally located, but is as much as 500 miles from several of the corporate offices. Some of your primary duties include recruiting, training, and performance management. The CEO has asked you to use HR statistical techniques to assess the staffing, training, and HR assessments that the company currently has in place.

 

Write a paper of no more than 1,050 words discussing each of the statistical techniques that follow. Determine what type of data you would need; how you would use the techniques to assess the effectiveness of the staffing, training, and HR assessments; and provide a brief example of an application of each technique: t-test, ANOVA, and regression analysis. What other statistical methods might you use to analyze the effectiveness of your training and staffing programs?
Week 5 Learning Team Discussion Question Respond to learning team discussion question as team and post your collective response to gradebook.

Question: You are the HR manager at a resort, and you are examining data for housekeeping positions. You believe that performance evaluation scores are directly related to turnover. You want to test whether or not you might predict the turnover in an office based on the performance evaluation scores. What type of statistical technique would you use? Explain why.

 
Week 6 Learning Team

HR Team Evaluation

 Read the HR Team Evaluation Scenario posted on the student website.

 

Write three separate memos, no more than 700 words each, regarding the status of the training, retention, and forecasting programs. In each memo, provide a recommendation to improve the program.

 

Write a summary of no more than 700 words explaining your recommendations for the training, retention, and forecasting, and how they, together, will affect the company as a whole. Use the data in the HR Team Evaluation Scenario to develop your evaluation.

 

Discussions:

Week 1 DQ 1

What are the consequences in HR if an assessment is used that is not validated? How does this affect the business as a whole?

Week 1 DQ 2

How might research be used to address current issues in HR? Provide an example to support your answer.

Week 2 DQ 1

What is the importance of setting criteria for evaluating one of the following: selection tests, HRIS, or succession planning?

Week 2 DQ 2

Why is it important for HR professionals to demonstrate proficiency in criteria selection and the use of criteria selection? Provide an example to explain your answer.

Week 3 DQ 1

What are the differences between behavioral, situational, and panel interviewing? When would it be appropriate to use each? Provide examples to support your answer.

Week 3 DQ 2

What is the difference between appraising performance and managing performance? Does one necessarily lead to the other?

Week 4 DQ 1

What types of tools are available for HR to forecast pricing and the labor market? Why is it important to assess these tools?

Week 4 DQ 2

What do you think are the most important trends that HR professionals must be aware of today regarding pay, labor, and succession planning? Explain why.

Week 5 DQ 1

What is the difference between a t-test and ANOVA? How would you use each technique in HR research?

Week 5 DQ 2

How might you use regression analysis to forecast labor or pay trends for your organization’s industry?

Week 6 DQ 1

Why is statistical data needed to make effective HR decisions? Provide an example to support your answer.

Week 6 DQ 2

How might you ensure that the data you collect for statistical analysis is reliable and valid? Provide an example to explain your answer.

What recommendation can you make to Whole Foods to sustain or improve their current position?

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Use the porter Five forces model to discuss the attractiveness of Retail organic market.

Explain theinternal and macro-economic factors that will impact the industry in general and Whole Foods specifically?

What recommendation can you make to Whole Foods to sustain or improve their current position?

Which question should not be important in evaluating the value of training?

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FINAL EXAM
HRM/531 Human Capital Management
Number of Questions:
30 questions’

 

 

1.      Which question should not be important in evaluating the value of training?

  • Was the cost of training within the budget?
  • Is the change due to training?
  • Is the change positive related to organizational goals?
  • Did change occur?

 

2.      For organizations, _________ is an indirect cost associated with downsizing.

  • administrative processing
  • an increase in the unemployment tax rate
  • outplacement
  • severance pay

 

 

 

3.      Employee demotions usually involve.

  • a reduction in pay but no loss of opportunity, status, or privilege
  • a decrease in status and privilege but no loss of opportunity or pay
  • an increase in pay and more responsibility
  • a cut in pay, status, privilege, or opportunity

4.      Hard quotas

    • represent a mandate to hire or promote specific numbers or proportions of women or minority group members

 

 

    • systematically favor women and minorities in hiring and promotion decisions
    • are a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay
    • are a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination

5.      Because practical considerations make job tryouts for all candidates infeasible, it is necessary to __________ the relative level of job performance for each candidate on the basis of available information.

 

    • accept
    • predict
    • abandon
    • assign

6.      _____ analysis is the level of analysis that focuses on employees specifically.

    • Employee
    • Operations
    • Environmental
    • Individual

7.      Title VII of the _____________ states that top executives in companies receiving government support can retract bonuses, retention awards, or incentives paid to the top five senior executive officers or the next 20 most highly compensated employees based on corporate information that is later found to be inaccurate.

    • Equal Pay Act (1963)
    • Sarbanes–Oxley Act (2002)
    • Pay for Performance Act (2009)
    • American Recovery and Reinvestment Act (2009)

8.      Which is not a quality of Generation Y?

    • A blurring of the lines between work and leisure time while on the job
    • The constant need for stimulation/entertainment
    • Inability to handle numerous projects
    • Short attention spans

9.      This made extensive changes to the Employee Retirement Income Security Act (ERISA) of 1974 that governs employer-sponsored, qualified (for tax deferral) retirement-benefit plans.

 

    • Short-Term Disability laws
    • The Pension Protection Act (PPA) of 2006
    • Short-Term Severance Pay laws
    • Employer Cost Shifting laws

 

10.  When companies discover they can communicate better with their customers through employees who are similar to their customers, those companies then realize they have increased their _____ diversity.

·            external

·            secondary

·            primary

·            internal

 

11.  Mary arrives at her new job. Before she can begin actually doing the work, she must complete a series of activities including role playing and virtual reality interactions. What type of training method does Mary’s new employer use?

Organizational development

Information presentation

On-the-job training

Simulation

 

12.  If employers fail to check closely enough on a prospective employee who then commits a crime in the course of performing his or her job duties, they can be held liable for

 

loss of consortium

quid pro quo

hostile environment

negligent hiring

 

13.  _____ proceeds from an oral warning to a written warning to a suspension to dismissal.

 

Due process

Progressive discipline

Procedural justice

Positive discipline

 

14.  Which of the following is a distinctive feature of the U.S. system compared with other countries?

All agreements are of unlimited duration

Low union dues and small union staffs

Wages set by arbitration councils

Exclusive representation

 

15.  If objective performance data are available, which of the following is the best strategy to use?

MBO

summated rating scales

work planning and review

BARS

 

 

 

16.  _____ implies that appraisal systems are easy for managers and employees to understand and use.

 

Acceptability

Sensitivity

Practicality

Reliability

 

17.  Training that results in ______ is costly because of the cost of training (which proved to be useless) and the cost of hampered performance.

 

negative transfer of training

applicability of training

reinforcement of training

simulation of training

 

18.  A _____ occurs when parties are unable to move further toward settlement.

 

mediation

grievance

bargaining impasse

lockout

 

19.   In _____, workers have been fired for refusing to quit smoking, for living with someone without being married, drinking a competitor’s product, motorcycling, and other legal activities outside of work.

 

defamation

constructive discharge

lifestyle discrimination

invasion of privacy

 

20.  Organizations periodically turn to _________ to meet demands for talent brought about by business growth and a desire for fresh ideas, or to replace employees who leave.

 

former employees

outside labor markets

entry-level employees

their subsidiaries

21.  ________________ include everything in a work environment that enhances a worker’s sense of self-respect and esteem by others.

 

Internal pay objectives

General business strategies

Nonfinancial rewards

Social responsibilities

22.  The Civil Rights Act of 1991 offered what for victims of unintentional discrimination?

 

Monetary damages and jury trials

Race-norming

Adverse impact

Affirmative action

 

23.  Properly designed incentive programs work because they are based on two well-accepted psychological principles: (1) increased motivation improves performance and (2)

 

control-based compensation

the Scanlon plan

the Rucker plan

recognition is a major factor in motivation

 

24.  ___________ is the process where managers provide feedback to the employees regarding their past and present job performance proficiency, as well as a basis for improving performance in the future.

 

Selection

Recruiting

Placement

Performance management

 

25.  When conduction a performance feedback discussion, active listening requires

 

verbal communications only

interruptions to get your point across

summarizing your key points

summarizing what was said and what was agreed to

 

26.  What can affirmative action assist organizations in achieving that diversity initiatives cannot?

 

Maximizing workforce commitment

Correcting specific problems of the past

Maximizing creativity

Increased productivity

 

27.  In determining the competitiveness of benefits, senior management tends to focus mainly on

 

value

cost

security

worth

 

28.  What is our country’s income maintenance program?

 

ERISA (1974)

Social Security

PPA (2006), 401(k)

COBRA (1985)

 

 

29.  ____________ is the biggest hurdle to overcome in a pay-for-performance plan.

 

Salary cap performance level

Compensation equation

Inflation

Merit-pay increases

 

30.  To avoid legal difficulties related to performance appraisals and enhance credibility in court, employers should

 

present only the employee’s perspective

present only the manager’s perspective

have friends testify

document appraisal ratings and reason for termination