Most importance: Assessments must be submitted via Turnitin, and the similarity must below 20%.
The original report is the most important.
The report structure must follow the Marking Rubric  at the end of this assessment brief  (in the attachments)
Assessment Brief  (in the attachments)
Assessment structure   (in the attachments)
1. Introduction(800-900 words
2. Proposed solutions (three max) (About 1800 words)
3. Implementation plan, with key milestones and evaluation criteria ( about 300 words)
4. Conclusion (200 words)
Instructions for assessment
You are required to produce an individual report (3,000 words) based on a given HRM case scenario exploring and proposing recommendations to resolve the key HRM issues highlighted in the case scenario, together with an outline implementation on plan to support your recommendations.
You will find the case scenarios at the end of this assessment brief, together with the marking rubric.
This information is also available on Moodle, together with some examples of previous assessment, so you get a better understanding of the expectations.
The word limit for this assessment is 3,000 words, excluding references
How will we support you with your assessment?
· Seminars designed to help you practise the skills you will need to be successful in the assessment
· Formative feedback on a draft of your report outline (provided by your Seminar Tutor after reading week)
· Links to the assessment throughout your seminars
· Examples of previous coursework discussed in seminars, as well as extracts of coursework on Moodle from different grade boundaries where available
How will your work be assessed?
Your work will be assessed by a subject expert who will use the marking rubric provided on Moodle.  When you access your marked work it is important that you reflect on the feedback so that you can use it to improve future assignments.
Referencing
You MUST use the Harvard System.
Marking and feedback process
Between you handing in your work and then receiving your feedback and marks within 20 days, there are a number of quality assurance processes that we go through to ensure that students receive marks which reflects their work. A brief summary is provided below.
· Step One – The module and marking team meet to agree standards, expectations and how feedback will be provided.
· Step Two – A subject expert will mark your work using the criteria provided in the assessment brief.
· Step Three – A moderation meeting takes place where all members of the teaching and marking team will review the marking of others to confirm whether they agree with the mark and feedback. A provisional mark will then be made available through Moodle.
· Step Four – Work at Levels 5 and 6 then goes to an external examiner who will review a sample of work to confirm that the marking between different staff is consistent and fair.
Stop Five – Your mark and feedback is processed by the School Office and following the Examination Board you will be informed of where to find the mark ratified by the Examination Board, plus any details about resist assessments, should you be required to complete a resit.
Case scenario – Work-life-balance and well-being in a professional services firm
CWP Services is a professional services firm that provides change management and HR consulting services to organizations, across a range of business sectors. CWP Services currently employs 13,500 staff, across Europe; 65% of the workforce is male and 35% female.
One of the firm’s diversity management goals is to increase the percentage of female employees, especially those working in senior roles. However as with other professional service firms the nature of the work – client-focused, long hours working, often working away from home – is making it difficult for the organization to achieve this particular diversity goal.
Whilst in the past the firm has not found it difficult to attract and retain key talent, the organization has started to notice that the number of both young male and female applicants has started to decline. In addition, the number of staff leaving after 3 – 5 years with the firm has started to increase, particularly amongst those aged 35-45.
Results from the latest employee survey indicate that:
§ Only 40% of staff is satisfied with their work-life balance. The survey results indicate that female employees and those working with International clients are the most dis-satisfied.
§ Only 50% of staff feel that their manager is supportive when they raise personal issues relating to work-life-balance.
§ Only 40% of staff feels that the range of flexible work options is sufficient to meet their changing needs.
§ Staff that have opted for flexible working feel that their career has plateaued.
The senior partners of the firm have expressed concern about the latest employee survey results, as well as other key HR metrics. As the Director of HR for UK, Europe and the Middle East, you have been tasked with identifying what changes the firm could make to its flexible working and work-life-balance policies and procedures to address the concerns of staff, whilst at the same time providing a high level of service to clients.
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Most importance: Assessments must be submitted via Turnitin, and the similarit appeared first on

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HRM 300 final exam

1. Quality management is an organizational commitment to continuous process of improvement that expands the definition of customer to include everyone involved in the organization.

True

False

2. Health insurance and retirement plans are examples of voluntary benefits.

True

False

3. A SWOT analysis is a process for determining an organization’s core competency.

True

False

4. The Age Discrimination in Employment Act of 1967 protects only employees over 55 years of age from discrimination.

True

False

5. Affirmative action is a practice in organizations that includes actively seeking, hiring and promoting women and minorities to correct past discriminatory injustices.

True

False

6. Career development has a shorter time focus than employee development.

True

False

7. The Privacy Act of 1974 requires federal government agencies to allow anyone to have access to individual personnel files and there is no individual consent needed.

True

False

8. Three basic methods of job evaluation are currently in use: ordering, classification, and point methods.

True

False

9. HRM activities are mildly affected by what occurs outside the organization.

True

False

10. The fact that organizations are no longer constrained by national borders illustrates that the world has become a global village.

True

False

11. The bulk of cross-cultural training is language training.

True

False

12. Continuous improvement programs aim at constantly improving the quality of products and services.

True

False

13. The Fair Compensation Wages Act passed in 1963 and mandates that organizations compensate men and women doing the same job in the organization with the same rate of pay.

True

False

14. Probably one of the most complex functions of international human resource management is the design and implementation of an equitable compensation program.

True

False

15. Most organizations take a ‘melting pot’ approach to diversity.

True

False

PART II: Complete the following multiple choice questions. Please highlight your answer selection.|
For example: An apple is a…..

a. Fruit
b. Vegetable
c. Poultry
d. Starch

16. Which of the following is not a key ingredient to design an effective team appraisal system?

a. Measure individual performance, not team performance.
b. Measure both team and individual performance.
c. Tie team results to organizational goals.
d. Begin with the team’s customers and its work process to satisfy customers’ needs.

17. Performance-based rewards are considered to be:

a. incentive systems
b. piecework pay plans
c. both a and b
d. only a

18. HRM typically provides which of these types of training to temporary employees?

a. Orientation.
b. Retirement planning.
c. Benefits options.
d. Career management.

19. Which of the following describes the “Strategy” phase of the strategic planning process?

a. Determining what business the organization will be in.
b. Setting goals and objectives.
c. Determining how goals and objectives will be attained.
d. Determining what jobs need to be done and by whom.

20. Studies on the benefits of job enrichment as a reward are inconclusive on which of these dimensions?

a. Productivity.
b. Turnover costs.
c. Employee commitment.
d. Employee satisfaction.

21. During a job analysis, which of these tasks are performed?

a. Promotion patterns and succession plans are identified.
b. An estimation of the labor supply is verified.
c. Duties and responsibilities of a job are matched with pay grades.
d. Skills, knowledge and abilities necessary to perform a job are determined.

22. Which of the following is the most widely used individual incentive plan?

a. Piecework plan
b. Scanlon plan
c. Merit pay
d. Competency-based plan

23. Jason, a satellite architect, accepted an overseas assignment for his company when the company agreed to provide a car and chauffeur, a beach villa, a sailboat, and a lump sum payment of $600,000. What kind of pay factor was used?

a. base pay.
b. differentials.
c. bonuses.
d. incentives.

24. Lee, an account manager for a large IT provider, has set his quota for next year 20% higher and decided to improve customer satisfaction quality by 10%. What MBO step was Lee performing?

a. Goal setting.
b. Monitoring.
c. Performance evaluation.
d. Formal review.

25. How has technology changed HRM practices?

a. Recruiting using the web generates smaller, more focused applicant pools.
b. Employee training is often delivered on demand rather than through scheduled courses.
c. Electronic resumes take more time to evaluate than paper resumes.
d. Nearly 20% of HR managers are involved in surveillance o

1. Cultural sensitivity is most often taught to employees before overseas assignments through which of these techniques?
a. Lectures, movies.
b. Video recordings and embassy tours.
c. Interactive simulations and lectures.
d. Role playing, simulations, and meeting former international assignees.

2. External HRM influences are categorized into the general areas of……

a. dynamic environment
b. labor unions
c. governmental legislation
d. all of the above

3. Which of the following is not true regarding employee training?
a. It focuses on future jobs in the organization.
b. It is present-day oriented.
c. It focuses on individuals’ current jobs.
d. It is a learning experience.

4. Charles, director of training for a large organization, is looking at the completion rates for the annual clerical training program that is required for promotion to advanced clerical worker. The information presented shows figures for these groups of employees: Caucasian; Hispanic; African American; Asian; Other. What kind of HR report is Charles studying?
a. ADA audit.
b. EEO audit.
c. Indoctrination analysis.
d. Culture/language readiness.

5. The selection process may include all of the following steps, except:
a. background investigation.
b. screening interview.
c. application form.
d. medical history evaluation.

6. The invisible barrier that blocks females and minorities from ascending into the upper levels of an organization.

a. glass shielding
b. glass ceiling
c. minority overhead
d. glass discrimination

7. Successful recruiting efforts are indicated by all of these outcomes, except:
a. turnover increases.
b. training costs go down.
c. more job seekers know about available jobs.
d. the applicant pool is increasingly diverse.

8. Who should make the actual hiring decision?
a. The HR manager
b. The general manager
c. The manager in the department where the vacancy exists.
d. The recruiter
9. Meeting with a group of employees to collectively determine what their job entails.

a. job evaluation method
b. group interview method
c. analysis evaluation
d. group evaluation
10. The varied personal characteristics that make the workforce heterogeneous.

a. workforce diversity
b. rightsizing
c. globalization
d. contingent workforce

11. As the assistant of the HR manager, you are updating and rewriting the employee handbook. Which of the following is not a key ingredient of an effective employee handbook?
a. The employee handbook should be pertinent to employees’ needs.
b. The employee handbook should provide quick and easy answers to questions about benefits and employment policies.
c. The employee handbook should set the parameters within which employees are expected to perform.
d. The employee handbook should make clear to employees that their job is secure as long as they meet performance standards.

12. Maizie, a charge nurse in a large hospital, is frustrated with a phone call. She is thumbing through Joe’s file, looking for a patient consent signature before she can answer questions from Joe’s secretary, “How is Joe?” What health issue is relevant to Maizie’s predicament?
a. Traditional.
b. HMO.
c. PPO.
d. HIPAA.
13. Process of discovering potential candidates for actual or anticipated organizational vacancies.

a. recruiting
b. staffing
c. internal search
d. employee referral
14. Which of the following is not a step in a job analysis process?
1. a. Understand the purpose of the job analysis
2. b. Understand the roles of the jobs in the organization.
3. c. Benchmark positions
4. d. Determine the pay level of jobs

15. Which of the following is the arm of the federal government empowered to handle discrimination in employment cases?

a. Fair Employment Commission
b. Fair Labor Standards Commission
c. Equal Employment Opportunity Act
d. Equal Employment Opportunity Commission

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