WEEK 1The Purpose of HRM

July 25, 2020 0 Comment

“WEEK 1The Purpose of HRM (graded)
Human Resources Management (HRM)what a mouthful! Class, this
term, I will introduce you to the concepts of HRMwhat it is, what it
does (typically), what it can do (optimally), and what it should do
(strategically). To start, let’s work on a few introductory questions.
What purpose does HRM serve in an organization?What role does HRM serve in your organization (or your previous organization)?What does “”strategic”” HRM sound like it means, in your opinion?

This section lists options that can be used to view responses.

The Functions of HRM (graded)

What are the four basic HRM functions? How exactly do these functions assist the organization in reaching its goals?

EEO Laws (graded)

Class, since the passage of the Civil Rights Act in 1964, more
employment legislation in the area of equal employment opportunity (EEO)
has become the law of the land. Pick one of the following acts and
tell us its major provisions.
Civil Rights Act of 1964Americans with Disabilities Act (ADA)Age Discrimination in Employment Act (ADEA)Pregnancy Discrimination ActFamily Medical Leave Act (FMLA)
Do not simply copy and paste information into your post from the
EEOC or other websites. Paraphrase and explain the following concepts
about the law: who does it protect, from what kind of behavior, and
from whom? Why was the law implemented, and do you agree with its
necessity? Explain. If you or someone you know has been sued or filed
suit using one of these laws, feel free to tell us about it if you want
to do so!

Before you post anything in the discussions each
week, please read the “”READ ME”” posts seen below. There may be one or
many as each week starts. In addition, NEVER use the respond button
within this actual topic, use the respond buttons within the
conversations below.Social Media, E-Mails, and Privacy (graded)
Over the last few years, companies have begun relying
significantly on technology to assist employees in handling their
day-to-day operations. As a result, the work/home life has blurred, and
people handle personal items (e-mail, Facebook, etc.) on company
computers and company work (e-mail, texting, instant messages) on their
personal devices (iPhones, Droids, laptops, tablets, etc.)
With this blending has come serious concerns by companies about
their private company information falling into the wrong hands (customer
lists, trade secrets, etc.), and employees have concerns about their
privacy being invaded at work, by coworkers, and by their IT
departments. Further, HRM handles immense amounts of personal
information on employees, including home addresses, personnel records,
pay information, SSNs, and more.
Therefore, privacy concerns comprise a two-way street. Laws have
been passed (and are being passed and considered every day) by states
and Congress to protect both parties. As an example, Illinois recently
passed a law making it illegal for potential employers to require
people to give them their social network passwords during interviews.
Soon thereafter, other states passed similar laws.
What are some other technology privacy laws that apply to workers
and employers in the United States? How do they protect employees from
privacy invasion and how to they actually allow employers to invade the
privacy of their employees? Is your personal e-mail safe at work if you
use your company computer to read it? How about your personal phone
calls on the company phones? Pick a concept and lets get started.

Before you post anything in the discussions each
week, please read the “”READ ME”” posts seen below. There may be one or
many as each week starts. In addition, NEVER use the respond button
within this actual topic, use the respond buttons within the
conversations below.WEEK 3Interviewing (graded)
Interviewing methods are extremely varied so this thread should
be quite exciting. Please bring into this thread your depth of
information and experiences, and feel free to share the good, bad, and
ugly interviewing situations you have experienced, both as interviewer
and interviewee.
To start, here are a few questions. Pick one or two and provide your
answer, along with any experience that you may have had. Feel free to
find information online about interviewing skills, tactics, or
questions to assist you this week. Cite your sources!
What types of interviewing styles are there, and which do you prefer using (or being used on you?)Have you experienced a group interview? If so, explain how that
went. If not, research it and explain how you might set one up as an
HR manager.Have you ever been part of any of these: stress interview, STAR
interview, situational interview, or panel interview? If so, explain
one of them and provide your experience, good or bad. If not, research
and provide information about how you might prepare to be interviewed in
this manner.
Before you post anything in the discussions
each week, please read the “”READ ME”” posts seen below. There may be one
or many as each week starts. In addition, NEVER use the respond button
within this actual topic, use the respond buttons within the
conversations below.

Recruitment and Selection (graded)

Effective recruitment and selection help organizations gain
competitive advantages. This discussion will help us review some best
practices. To start, pick one of these questions, and provide a
well-reasoned, supported response to it. Be sure to provide text,
Web-based, life experience, or scholarly source(s) to support your
ideas (and cite them, if needed). Assume that we have solid job
descriptions for the positions we are filling and now we need to find
the perfect people to fill those seats.
How does the size and location of your company impact how and where you will recruit your new employees?Is it easier or harder to find good employees during times of
high unemployment? Why do you say this? (Provide examples/statistics or
research to back up your statement.)How does the wording of your want ads (and placement of those ads) determine who applies for your job openings?How does the current make-up of your organization dictate where you will look to fill your openings?
Before you post anything in the discussions
each week, please read the “”READ ME”” posts seen below. There may be one
or many as each week starts. In addition, NEVER use the respond button
within this actual topic, use the respond buttons within the
conversations below.WEEK 4

Employee Orientation (graded)

Employee orientation is handled differently in each
organization. Lets talk about this in both the theoretical perspective
as well as in practical terms. Here are a few questions to get started.
Should companies offer formal orientation programs for all new
employees, or should they be designed and run by each individual
supervisor, manager, or department head? (Support your answer.)Explain some purposes for having employee orientations.Give an example from your own experience of the first weeks on
the job, either with or without an orientation program, and how you
felt orientation helped you settle in (or, if you didnt have an
orientation, how that impacted your view of that job).
Pick one or two of the above to get started, and we will discuss further throughout the week!

Individual Development and Career Management (graded)
Review TCO 9 listed at the top of the page. Many of you may have
or do work for an organization in which “”career development”” takes on a
bit of a life of its own, and has a very invested HR department that
assists with, motivates, and encourages employee career development.
Others of you may work (or may have worked) for an organizationwhere absolutely no career development occurs.
There is a dual mindset of how involved a company or HR should be in
its employees’ career development, but ultimately of course, a person
needs to take responsibility for his or her own career options.
This week, let’s focus on the multiple aspects by starting with these questions:
How important is career development to you?How much do you want your HR department to involve itself in your career development?How much, as a future HR person (if you plan to be one), would you want to be involved in your employees’ career development?
Explain your answers.

Performance Appraisals (graded)

What are the different performance appraisal methods? Pick two:
the one you find to be MOST effective (and tell us why) and the one you
find to be LEAST effective (and tell us why).
For the most effective, explain how it is effective in doing the following:
providing fair and reliable ways of differentiating employees;targeting and rewarding those who most deserve it;setting forth a fair and cost-effective plan for compensation; andmotivating and ensuring performance of employees.
For the least effective, explain how it interferes in the above four items.

Methods of Job Evaluation (graded)

Compare and contrast the following methods of job evaluation:
ranking, classification, factor comparison, and point method. Which of
these do you feel is most useful and why?

Health and Safety (graded)

Who would have thought that OSHA and the IRS would be discussed
in the same discussion topic of an HRM course? This topic will be a bit
foundational, but also without as much precedential information as
normal. First, well start with OSHA. Visit the OSHA website at .osha.org””>www.osha.org. Then, click on More News under the latest news area (.osha.gov/newsrelease.html””>http://www.osha.gov/newsrelease.html).
Find your region and click the link. Review a recent news item about
an OSHA violation from your region/area. Post a summary of the
violation, the resulting fine (if any), the violation type (if
provided), and what the company did wrong to cause the violation.
Provide ideas for preventing such an accident or injury in the future,
and the link to your news release.
More questions will follow!

Striking for Benefits (graded)

Read the Application Case: STRIKING FOR BENEFITS at the end of
Chapter 13. We will begin with the first question in that case and move
from there while we discuss benefits, perks, employee motivation, and
retention.

Employee engagement has become popular in HRM these days. Measuring
it and determining whether a companys employees are engaged are
actually vendor services for which companies pay through the use of
anonymous surveying tools. The science behind employee engagement is not
yet perfectedthere are many different ways that employers can help
their employees get engaged! Well talk about this throughout the week
and your professor will bring in additional questions and thoughts. To
get started, please do this: Provide your definition of employee
engagement. Support your definition using a citation from a website, the
textbook, or a scholarly article from the DeVry Online Library. Give
one example of how you have been engaged in a job in the past, and how
your employer assisted you in being engaged.

This section lists options that can be used to view responses.

Negotiating With the Writers Guild of America (graded)

Read the Application Case, Negotiation With the Writers Guild of
America, at the end of Chapter 15. To start, answer Question 1 in the
case. We will move through the case with more questions, and discuss
more of the issues involved with the union issues.

This section lists options that can be used to view responses.Human Resources Management (HRM)what a mouthful! Class, this
term, I will introduce you to the concepts of HRMwhat it is, what it
does (typically), what it can do (optimally), and what it should do
(strategically). To start, let’s work on a few introductory questions.What are the four basic HRM functions? How exactly do these functions assist the organization in reaching its goals?

Before you post anything in the discussions each
week, please read the “”READ ME”” posts seen below. There may be one or
many as each week starts. In addition, NEVER use the respond button
within this actual topic, use the respond buttons within the
conversations below.Over the last few years, companies have begun relying
significantly on technology to assist employees in handling their
day-to-day operations. As a result, the work/home life has blurred, and
people handle personal items (e-mail, Facebook, etc.) on company
computers and company work (e-mail, texting, instant messages) on their
personal devices (iPhones, Droids, laptops, tablets, etc.)With this blending has come serious concerns by companies about
their private company information falling into the wrong hands (customer
lists, trade secrets, etc.), and employees have concerns about their
privacy being invaded at work, by coworkers, and by their IT
departments. Further, HRM handles immense amounts of personal
information on employees, including home addresses, personnel records,
pay information, SSNs, and more.Therefore, privacy concerns comprise a two-way street. Laws have
been passed (and are being passed and considered every day) by states
and Congress to protect both parties. As an example, Illinois recently
passed a law making it illegal for potential employers to require
people to give them their social network passwords during interviews.
Soon thereafter, other states passed similar laws.What are some other technology privacy laws that apply to workers
and employers in the United States? How do they protect employees from
privacy invasion and how to they actually allow employers to invade the
privacy of their employees? Is your personal e-mail safe at work if you
use your company computer to read it? How about your personal phone
calls on the company phones? Pick a concept and lets get started.

Before you post anything in the discussions each
week, please read the “”READ ME”” posts seen below. There may be one or
many as each week starts. In addition, NEVER use the respond button
within this actual topic, use the respond buttons within the
conversations below.WEEK 3Interviewing methods are extremely varied so this thread should
be quite exciting. Please bring into this thread your depth of
information and experiences, and feel free to share the good, bad, and
ugly interviewing situations you have experienced, both as interviewer
and interviewee.To start, here are a few questions. Pick one or two and provide your
answer, along with any experience that you may have had. Feel free to
find information online about interviewing skills, tactics, or
questions to assist you this week. Cite your sources!Before you post anything in the discussions
each week, please read the “”READ ME”” posts seen below. There may be one
or many as each week starts. In addition, NEVER use the respond button
within this actual topic, use the respond buttons within the
conversations below.Effective recruitment and selection help organizations gain
competitive advantages. This discussion will help us review some best
practices. To start, pick one of these questions, and provide a
well-reasoned, supported response to it. Be sure to provide text,
Web-based, life experience, or scholarly source(s) to support your
ideas (and cite them, if needed). Assume that we have solid job
descriptions for the positions we are filling and now we need to find
the perfect people to fill those seats.Before you post anything in the discussions
each week, please read the “”READ ME”” posts seen below. There may be one
or many as each week starts. In addition, NEVER use the respond button
within this actual topic, use the respond buttons within the
conversations below.WEEK 4
Employee orientation is handled differently in each
organization. Lets talk about this in both the theoretical perspective
as well as in practical terms. Here are a few questions to get started.Pick one or two of the above to get started, and we will discuss further throughout the week!

WEEK 1The Purpose of HRM - Homeworkbuy

WEEK 1The Purpose of HRM

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