MGMT410 Human Resource Management

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MGMT410 Human Resource Management
In the last few years, companies have begun initiating and implementing social…

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MGMT410 Human Resource Management

MGMT410 Human Resource Management

A+ Entire Course: Quiz Week 1, 2, 6|Case Study Social Media Policies Week 2|O*NET Assignment Week 3|Homework Week 5, 7|Discussions Week 1-7|Final Exam

Quiz Week 1

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(TCO 1) Which of the below is an accurate citation for a book using APA sixth-edition formatting? (Points : 7)

Lencioni, P. (2002). The five dysfunctions of a team: A leadership fable. San Francisco, CA: Jossey Bass.

Lencioni, P. (2002) The Five Dysfunctions of a Team: A Leadership Fable. San Francisco, CA: Jossey-Bass.

Patrick Lencioni (2002) The five dysfunctions of a team: A leadership fable. San Francisco: CA: Jossey-Bass.

The five dysfunctions of a team: A leadership fable , by Lencioni, P. (2002). San Francisco: CA: Jossey-Bass.

(TCO 1) Which of the below is an accurate citation for a journal article using APA sixth-edition formatting? (Points : 7)

Jean Bartunek (2008). You’re an organization development practitioner-scholar: Can you contribute to organizational theory? Organization Management Journal, 5(1), 6-16.
doi:10.1057/omj.2008.3

Bartunek, J. M. (2008). You’re an organization development practitioner-scholar: Can you contribute to organizational theory? Organization Management Journal, 5(1), pp. 6-16. Retrieved from EBSCOhost.

Bartunek, J. M. (2008). You’re an organization development practitioner-scholar: Can you contribute to organizational theory? Organization Management Journal, 5(1), 6–16. doi:10.1057/omj.2008.3

Bartunek, J. M. (2008). You’re an organization development practitioner-scholar: Can you contribute to organizational theory? Organization Management Journal, Vol. 5, Issue 1, pp. 6-16.

MGMT410 Human Resource Management

(TCO 1) Which of the below is an accurate citation of a journal using APA sixth-edition formatting? (Points : 8)

Bell & Martin (2012) The relevance of scientific management and equity theory in everyday managerial communication situations. Journal of Management Policy and Practice 13(3), 106-115.

Bell, R. & Martin, S. (2012) The relevance of scientific management and equity theory in everyday managerial communication situations. Journal of Management Policy and Practice 13(3), pp. 106-115.
Bell, R., & Martin, S. (2012). The relevance of scientific management and equity theory in everyday managerial communication situations. Journal of Management Policy and Practice 13(3), 106–115.

Robert Bell & Sylvia Martin (2012) The relevance of scientific management and equity theory in everyday managerial communication situations. Journal of Management Policy and Practice 13(3), 106-115.
(TCO 1) Which of the below is an accurate citation of a journal using APA sixth-edition formatting? (Points : 8)

Kidwell & Scherer (2001) Layoffs and their ethical implications under scientific management, quality management and open-book management. Journal of Business Ethics 29, pp. 113-124.

Kidwell, R., & Scherer, P. (2001). Layoffs and their ethical implications under scientific management, quality management and open-book management. Journal of Business Ethics, 29, 113–124.

Kidwell, R. & Scherer, P. (2001) Layoffs and their ethical implications under scientific management, quality management and open-book management. Journal of Business Ethics, Vol. 29, 113-124.

Kidwell, R. & Scherer, P. (2001). Layoffs and their ethical implications under scientific management, quality management and open-book management. Journal of Business Ethics 29, pp. 113-124.

(TCO 1) Pulitzer winner Thomas Friedman’s book, The World is Flat, explains that Globalization 1.0 is (Points : 5)

The primitive Jurassic period predating humankind.

The time period post-Columbus and pre-1800 in which nations sought to identify themselves and conquer others.

The time period when technology took its first stranglehold on HR systems—HRIS is invented.

The birth of outsourcing.

The time period beginning in 1800 and ending in 2000, in which multinational companies took over the world.

(TCO 2) When an HRM professional utilizes SWOT analysis, and strategic thinking about external and internal competitive issues impacting the company, including political, economic, market, social, geographic, and technological trends, this is called: (Points : 5)

Pension analysis

Optical illusion

Environmental scanning

Green sustainability practices

Strengths, weaknesses, opportunities, and threats

Which of the following methods of citation style and formatting is required in this class? (Points : 5)

(TCO 2) The four major areas of human resource management are (Points : 5)

(TCOs 1 and 2). Pick the answer that is most true about strategic HRM. (Points : 5)

MGMT410 Human Resource Management

Social Media Policies: Are They Legal? Case Study Week 2

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HR Management

In the last few years, companies have begun initiating and implementing social media policies for their employees to follow. These policies range from encouraging employees to utilizing social media for marketing purposes, to restricting the use of social media for employees in order to ensure that they do not hurt the company image. As these policies become more widespread, both the Society for Human Resource Management and the NLRB (National Labor Relations Board) have become concerned about the limits on speech and activity that employers are imposing on their workers. Further, in some states, laws are being passed to protect employees and potential employees from being required to disclose social media passwords during job interviews or after hire. Finally, many ethical concerns are being raised about the use of social media as a method of doing quick, informal background checks on potential hires or current employees.

For your homework this week, research the following questions and provide your findings in answers that are long enough to sufficiently answer the questions (about 2–3 good paragraphs each). Provide citations in APA style for each of your answers. Use APA formatting in your Word document that you submit to the Dropbox. Save your file with your last name in the filename, please. Let your professor know if you have questions!

Questions to Research and Answer

The NLRB has made findings regarding the use of employee posts on social media sites to discipline or terminate those employees. Typically, these cases occur when an employee posts negative information about his or her current employer or boss. Sometimes, these are public, and other times, the employer uses spies or fake friending to see the Facebook page of the employee.

  1. Find at least one case or article online regarding this topic, and briefly explain the facts of the case, and the determination of the NLRB as to whether the employee was properly or improperly disciplined or terminated as a result of his or her use of social media to complain about, criticize, or publicly bash his or her company or boss. Provide the citation to the article that you discover. (Use the term concerted activity in your query or search to help you find one of these cases.) (25 points)
  2. Do you agree with the decision of the NLRB or court in the case that you described in Question #1 above? Why or why not? (1–3 paragraphs). (10 points)
  3. Assume that this case happened at a place where you have worked in the past, or where you work now (or want to work.) Give an example of how the decision in the case above could lead to better or worse employee relations in your company. (15 points)
  4. Explain how you would communicate this decision to your employees or supervisors (depending on the decision you have selected) to ensure that situations like this do not occur again. In your answer, determine whether or not you feel a social media policy is a good method. If so, list at least three things you would include in your policy and why you would include them. If you do not feel a social media policy is appropriate, explain why you would not implement one (give at least two valid reasons). (3–4 paragraphs) (15 points)

Preview:

Employers now find themselves walking a thin line when it comes to decision-making which involves social media policies they have in their companies.  For one, employers’ primary concerns are to protect the…

MGMT410 Human Resource Management

O*NET Assignment Week 3

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Job analysis is the foundation of an effective staffing system, and depends on data. The U.S. Department of Labor hosts an excellent website discussed in the lecture, known as O*NET. This database contains comprehensive information on job requirements and worker competencies.

Web Navigation Steps

  1. Familiarize yourself with O*NET by reviewing the information provided on the About O*NET page: (http://www.onetcenter.org/overview.html).
  2. From the About page, click the Content Model link, and review the conceptual model underlying this project: (http://www.onetcenter.org/content.html).
  3. Review the O*NET Online Desk Aid found in Doc Sharing.
  4. Go to the My Next Move page (http://www.mynextmove.org/), and enter an occupation with which you are familiar (e.g., one you have held or hope to hold) in the keyword search box, or use the Industry Search feature or Tell Us What You Like to Do options if you prefer.)
  5. Select the Search, Browse, or Start buttons.
  6. Select the occupation that best matches what you are looking for (or use other search terms until you find something that interests you) and review all of the data provided for that position.
  7. Use the O*NET interest profiler (http://www.mynextmove.org/explore/ip) to determine your skills and O*NET’s suggestion for a match of those skills.

After completion of these navigation steps, proceed to complete the assignment by discussing the learning questions below.

  1. What were two occupations O*NET found that fit your skills, interests, and experience level desired? Provide the details regarding the following.
    1. Name of the occupations (5 points each, 10 total)
    2. Do you agree that you would be good at or like either of them? If yes, why? If no, why not? Explain using your skills, experience, likes, and interests as support for your answer. (15 points)
    3. What states offered above-average opportunities for the position? (List up to three.) (3 points)
    4. What was the average salary listed for the occupation? (2 points)
  2. As an HR professional, how could O*NET be useful in conducting a job analysis? Explain specifically how you would use the data from this site to assist your organization. (15 points)
  3. Name two things you learned about job analysis and/or the job you reviewed that you did not know before reviewing this website. (10 points)
  4. Will you utilize this website in the future when looking for jobs or hiring employees? Why or why not? (10 points)

Preview:

Another thing I learned is that when job hunting and searching for the places that would offer the best opportunities, the popular places may not always offer the best opportunities.  In particular, I was quite surprised to learn that states like the District of Columbia and Virginia offered….

MGMT410 Human Resource Management

Quiz Week 4

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(TCO 1) Celeste spends most of her time at work establishing goals for her staff of 50 employees and developing procedures for various tasks. In which function of the management process does Celeste spend most of her time? (Points : 5)

Leading

Controlling

Organizing

Planning

(TCO 1) Sweet Leaf Tea, a Texas-based maker of bottled iced tea, is a small but fast-growing firm that has gained a loyal following for its use of fresh, organic ingredients in its beverages. Although beverage industry experts recommended that Sweet Leaf replace the organic cane sugar and honey it uses with less costly high-fructose corn syrup, Sweet Leaf refused because of the company’s mission to provide a high-quality, organic beverage to consumers. The 11-year-old company has 50 employees, and its products are available in 30% of the U.S. market. Sweet Leaf Tea recently received multimillion dollar investments that will enable the business to expand its national presence.

Which of the following, if true, best supports the idea that Sweet Leaf Tea has implemented a competitive strategy of differentiation? (Points : 5)

New Sweet Leaf Tea customers are initially attracted to the unique labels and logo on the bottles.

Loyal customers of Sweet Leaf Tea seek products that are U.S. Department of Agriculture-certified organic despite the associated higher costs.

Other brands of bottled iced tea compete with Sweet Leaf Tea by offering new flavors at competitive prices.

Sweet Leaf Tea sells both lemonade and teas in a variety of flavors that appeal to consumers of all ages.

(TCO 2) The four major areas of human resource management are (Points : 5)

Training, development, legal, and outsourcing

Training, development, IRS, and benefits

Employment, training and development, compensation and benefits, and employee relations

Hiring, firing, promoting, and training

(TCO 2) Which of the following refers to an analysis by which an organization measures where it currently stands and determines what it has to accomplish to improve its HR functions? (Points : 5)

HR methodology

HR benchmark

HR checklist

HR audit

(TCO 3) Which Supreme Court case was used to define unfair discrimination in conjunction with EEO laws? (Points : 5)

Brown v. Board of Education

Griggs v. Duke Power Company

West Coast Hotel Co. v. Parrish

Abington School District v. Schempp

(TCO 3) You are vice president of human resources of a large pharmaceutical manufacturer. Your firm has a longstanding tradition of promoting from within. New hires are fresh college graduates with no experience and no advanced degrees. Your firm is being sued by Ed, a 45-year-old MBA, who has attempted to apply for a general manager job and was not even given an interview. He knows the position is available because the incumbent died and the obituary was public information. He is claiming age discrimination. Which of the following discrimination defenses should be employed? (Points : 5)

The 4/5 rule

Geographical comparison

Performance ratio comparison

No valid defense—the policy is suspect and could result in adverse impact and treatment claims

(TCO 4) When a working environment is offensive due to sexual innuendos or other behaviors related to sex and unreasonably interferes with an employee’s ability to work, it is called (Points : 5)

Hostile environment sexual harassment

Violence in the workplace

Antifraternization

Unfair labor practices

Productivity interferences

(TCO 4) Which of the following would least likely foster diversity in the workplace? (Points : 5)

Changing the culture through diversity training education programs

Appointing a small group of minorities to high-profile positions

Recruiting minority members to the board of directors

Using metrics to evaluate diversity programs

MGMT410 Human Resource Management

(TCO 5) The PAQ method of job analysis is (Points : 5)

Very suspicious, especially when a theft is involved

Useful and highly rated as a method of doing job analysis

Used mainly by Indiana companies, because it was invented at Purdue

One that works best for higher level, professional jobs

One that works mainly due to its easy-to-read format and down-to-earth questions

(TCO 5) When a job analyst watches employees directly or reviews films of workers on the job, which analysis method is being used? (Points : 5)

Group view method

Observation method

Structured method

Individual view method

(TCO 6) Which constraint on recruiting efforts is being kept in check by using teleconferencing for initial interviews? (Points : 5)

Recruiting costs

Government influences

Job attractiveness

Organizational image

Social media privacy

(TCO 6) Jane is the director of recruiting for a large corporation. Which of the following is a warning signal that her efforts are not effective? (Points : 5)

(TCO 7) Application forms typically include all of the following except (Points : 5)

(TCO 7) Which of the following is not true regarding interviewing? (Points : 5)

MGMT410 Human Resource Management

Case application: APPRAISING THE SECRETARIES AT SWEETWATER U Homework Week 5

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Review the Case application: APPRAISING THE SECRETARIES AT SWEETWATER U at the end of Chapter 9 of your textbook. Review the three questions at the end of the case. Think about how you might answer those questions. Now, answer these questions:

  1. Do you think that the experts ‘recommendations will be sufficient to get most of the administrators to fill out the rating forms properly? Why? Why not? What additional actions (if any) do you think will be necessary?
  2. Do you think that Vice President Winchester would be better off dropping graphic rating forms, substituting instead one of the other techniques we discussed in this chapter, such as a ranking method? Why?
  3. What performance appraisal system would you develop for the secretaries if you were Rob Winchester? Defend your answer.

Answer each question fully, and include relevant citations to your textbook or other articles, the lecture, or online research. Be sure to use no more than 25% copy and paste. Include your own opinions, thoughts, examples, and experiences as support for your ideas, as well. Expect to write about 2–4 pages, double-spaced, excluding references and the title page. Submit at the end of the week to the Dropbox.

Preview:

The case study is all about applying salary increases to secretaries at Sweetwater State University and the proper way to implement these salary increases.  Prior to Rob Winchester’s appointment as Vice President of the university, salary increases were given to employees who have received a high mark of “Excellent” during the yearly…

MGMT410 Human Resource Management

Quiz Week 6

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(TCO 10). Consider this scenario: John Hopken is the new supervisor of a team of 12 computer programmers. He has been in his position for 10 months, after being promoted to his position from programmer (where he had been in place for 8 years). The promotion was hard-won; four others on his team also applied for the promotion, and when he got his promotion, the other four employees who didn’t get the position were rather disgruntled. One of them lashed out in a meeting early on and called him a yes-man, but otherwise most of the issues have been undercurrents and rumor based. These four employees are referred to as Competitors 1, 2, and 3 and Competitor Yes-Man for the purposes of this question.
During the year, five older members of his team resigned, four through regular retirements and one after being accused of falsifying expense reports. None of the five were in the group of four who had competed against him for his position. John filled all five position openings with outside hires. Three of them had similar backgrounds to John’s—they all went to his alma mater for their computer degrees and like basketball. In fact, last week John and the three of them attended a Bulls game together. These employees will be referred to as Bulls 1, 2, and 3. The other two employees were both females he hired because HR told him he had to. (Up till now, there were no females on the team.) We’ll call them Lady 1 and 2. They don’t like basketball. Lady 1 was hired 6 months ago, and Lady 2 was hired last month.
Now, it is performance appraisal time. Assume each of these employees does a similar amount of work, produces relatively similar amounts of code, and does a good job. None of them create waves, and the new people have gotten their work under way and are working hard. Other than the yes-man meeting and one comment on the men’s room wall saying that “Hopken is a jerk,” things have mostly gone smoothly. John figures that one of the Competitors wrote that.
John is told by HR he has to do performance appraisals this month. He is told to rate his people on a scale of 1–4, where 1 is “not meeting expectations,” 2 is “too new to rate,” 3 is “meeting expectations,” and 4 is “exceeding expectations.” HR said that he must have no more than two 4s, no more than eight 3s, and at least two 1s or 2s. He asks an HR representative what “too new” means, and she says it applies to anyone who has not been in the position for 3 months or more.
He looks at the paperwork and his list, and 20 minutes later has his ratings done with a paragraph scribbled out to provide to his workers.
Here are the ratings John gives his employees, as well as his support paragraph.
Bulls 1: 4: What a great guy—always comes through, works hard, fun loving, makes the day brighter for everyone
Bulls 2: 4: Team player; what a help—great worker and asset to the company
Bulls 3: 3: Always there for the work group—works steady and helpful to others, accurate coder
Lady 1: 3: Always there for the work group—works steady and helpful to others, accurate coder
Other 1: 3: Always there for the work group—works steady and helpful to others, accurate coder
Other 2: 3: Always there for the work group—works steady and helpful to others, accurate coder
Other 3: 3: Always there for the work group—works steady and helpful to others, accurate coder
Competitor 1: 3: Accurate coding and steady performer
Competitor 2: 3: Accurate coding and steady performer
Competitor 3: 3: Accurate coding and steady performer
Lady 2: 2: Too new to rate but next year should be great
Competitor YM: 1: Not a team player and can work harder to prevent discord
Please answer the following questions.
The day after the PAs are delivered, HR receives appeals filed by Bulls 3, Competitor 1, and Competitor YM. After listening to the employees, HR decides to do a 360-degree appraisal of John Hopken.
(1) What is the 360-degree appraisal? What are the pros and cons of this appraisal tool? (10 points)
(2) Let’s say you are told you must implement this 360-degree appraisal on John. How would you go about doing this? What kinds of questions would you include on the appraisal, and who would you give it to? What kinds of feedback might you expect, and how might you use that feedback to help John with performance appraisals? (20 points)
(3) Would you have recommended the 360-degree appraisal as a way to resolve this issue? Why or why not? (10 points) (Points : 40)

In 360-degree appraisal, employers collect performance information from all of his/her supervisors, peers, sub-ranks, and…

MGMT410 Human Resource Management

(TCO 8) Matt owns a ski instruction school in the Berkshire Mountains, a dog training academy in Connecticut, and an investment house in Boston. He just told Chet, one of his most promising investment managers, to run the dog academy for 6 months. Which technique is Matt using? (Points : 5)

Promotion

Job rotation

Adjusted

Committee assignment

Survival training

(TCO 8) Which of the following best explains the role of the CEO in orientation? (Points : 5)

Optional but helpful

Provides direction and inspiration, such as a cheerleader at a pep rally

Shows why his or her cubicle is the same as everyone else’s at the company

Provides an open-door access to the CEO and board of directors from Day 1

(TCO 9) Mark, a college sophomore, is unsure of his career choice. He was majoring in technology, but he had an internship in computer programming last year and was bored to tears. He felt the internship was a failure. If he came to you, a human resource professional, for advice, which would you tell him?(Points : 5)

He should probably consider teaching as a career, because he obviously can’t do anything

He may want to consider an internship in another area or field next summer to get more ideas. Maybe he should think about testing his skills and interests on the O*NET website to see what he might like to try

He is in the exploration period of his career, and thus companies won’t really care what he thinks

He should study harder this year. Obviously, he needs to brush up on his coding skills

He should feel lucky he had an internship. There are people in midcareer who can’t find work

(TCO 9) According to research cited in the text, what is the primary reason that top-performing, high-commitment employees gave for voluntarily leaving an organization? (Points : 5)

(TCO 11) Which of these pieces of legislation requires that initial job offers for jobs with the same attributes be equal, regardless of gender? (Points : 5)

(TCO 11) Which of the following is an extrinsic source of employee motivation? (Points : 5)

MGMT410 Human Resource Management

Review Terms Homework Week 7

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Pick 12 terms from the sheet and do the following:

  1. Define the term (1 point per definition, up to 12 points). For any copied information, please use quotation marks and citation.
  2. Provide the page number where you found the information (.25 points each—up to 3 points).
  3. Explain why that term is important to HRM (1.5 points each—up to 18 points).
  4. Give an example of how you would use that term at work or in practice (2 points each—up to 24 points).
  5. What was the most interesting fact or concept you learned this term that you didn’t know coming into the course? Why did you find it interesting? (1–2 paragraphs) (8 points)

TERMS TO KNOW

TermDefinitionPage NumberWhy is the Term Important to HRM?How Might you Use This Term?
1.      Workforce DiversityWorkforce diversity pertains to the various attributes that make employees…55Workforce diversity is an important term in HRM because…The term is typically used when several people have to…

MGMT410 Human Resource Management

Discussions Week 1-7 All Students Posts 765 Pages 

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The Purpose of HRM and The Function of HRM Discussions Week 1 All Students Posts 115 Pages

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The Purpose of HRM – 64 Pages

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Human Resources Management (HRM)—what a mouthful! Class, this term, I will introduce you to the concepts of HRM—what 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.

  1. What purpose does HRM serve in an organization?
  2. What role does HRM serve in your organization (or your previous organization)?
  3. What does “strategic” HRM sound like it means, in your opinion?

What is the total person approach? Why is it important or what is the benefit of this way of thinking in any organization?…

The Function of HRM – 51 Pages

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What are the four basic HRM functions? How exactly do these functions assist the organization in reaching its goals?  Do you think that some will do better with training then others? Why or why not?…

Out of the four functions of HRM, which do you feel is the most important and why?  What are some current trends in the business environment, and how might they fight HR practices or functions?  Given what you know about HRM thus far. How does HRM affect all managers?

As we discussed in the first topic, it is important to understand that the overall purpose of HRM is to be strategic in nature.  One of the ways this is done is by adequately “using” the four functions of HR to propel the organization toward it’s goals, mission, vision and values. Understanding how the various trends in the economy affect the various HR functions is also something all those in HR need to understand. As far as understanding material…

EEO Laws and Social Media, E-mail, and Privacy Discussions Week 2 All Students Posts 131 Pages

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EEO Laws – 69 Pages

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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 1964
  • Americans with Disabilities Act (ADA)
  • Age Discrimination in Employment Act (ADEA)
  • Pregnancy Discrimination Act
  • Family 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!…

Social Media, E-mail, and Privacy – 62 Pages

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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 let’s get started…

MGMT410 Human Resource Management

EEO Interviewing and Recruitment and Selection Week 3 All Students Posts 117 Pages

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EEO Interviewing – 67 Pages

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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!

  1. What types of interviewing styles are there, and which do you prefer using (or being used on you?)
  2. 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.
  3. 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….

EEO Recruitment and Selection – 50 Pages

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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.

  1. How does the size and location of your company impact how and where you will recruit your new employees?
  2. 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.)
  3. How does the wording of your want ads (and placement of those ads) determine who applies for your job openings?
  4. How does the current make-up of your organization dictate where you will look to fill your openings?…

EEO Employee Orientation and Individual Development and Career Management Discussions Week 4 All Students Posts 108 Pages

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Employee Orientation – 58 Pages

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Employee orientation is handled differently in each organization. Let’s talk about this in both the theoretical perspective as well as in practical terms. Here are a few questions to get started.

  1. 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.)
  2. Explain some purposes for having employee orientations.
  3. 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 didn’t 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! What is the purpose of new employee orientation? Do you think it is necessary for a company to offer a formal orientation program for new employees, or is it better to leave this job to the individual’s supervisor?  What have been your experiences in orientation type activities?…

EEO Individual Development and Career Management – 50 Pages

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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 organization—where 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:

  1. How important is career development to you?
  2. How much do you want your HR department to involve itself in your career development?
  3. How much, as a future HR person (if you plan to be one), would you want to be involved in your employees’ career development?
  4. How important is career development to you? How involved do you want HR to be in your Career Development?…

Performance Appraisals and Methods of Job Evaluation Discussions Week 5 All Students Posts 96 Pages

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Performance Appraisals – 53 Pages

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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; and
  • motivating and ensuring performance of employees.

For the least effective, explain how it interferes in the above four items…..

MGMT410 Human Resource Management

Methods of Job Evaluation – 43 Pages

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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?…

What are compensable factors and how are they used? The most popular compensable factors are skill, effort, working conditions and responsibility.  How are these things used in job evaluation?  Why are these so popular (there is a legal reason for this)?
In addition, could organizations use others than those mentioned here?  Can we use different compensable factors for different jobs in the same organization?  Or do we have to use the same compensable factors across the organization?

It is a violation of the law to prohibit employees from discussing their pay rates. Employers can try to discipline or regulate this behavior, but doing so will get them in trouble with the NLRB, which believes that such regulation is a violation against the protection of concerted activity, even for nonunion workers! Employers need to understand that prohibiting talk will never work, and that they should instead implement FAIR pay structures! How can a company implement a fair pay structure, and what is a “fair” pay structure?

What do the compensate factors have to do with designing a compensation system? Which goal do they fit into (among the goals in my last READ ME) post?…

Health and Safety and Striking for Benefits Discussions Week 6 All Students Posts 115 Pages

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Health and Safety – 65 Pages

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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, we’ll start with OSHA. Visit the OSHA website at www.osha.org. Then, click on “More News” under the latest news area (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….

Striking for Benefits – 50 Pages

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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.  A few people that post first should focus on summarizing the case and then move on to answering the question. The first question at the end of the case is: Assume you are mediating this dispute. Discuss five creative solutions you would suggest for how the grocers could reduce the health insurance benefits and the cost of their total benefits package without making any employees pay more….

Employee Engagement and Negotiating with the Writers Guild of America Discussions Week 7 All Students Posts 83 Pages

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Employee Engagement – 41 Pages

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Employee engagement has become popular in HRM these days. Measuring it and determining whether a company’s 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 perfected—there are many different ways that employers can help their employees get engaged! We’ll 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….

Negotiating with the Writers Guild of America – 42 Pages

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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….

Everyone, what exactly is a collective bargaining agreement? How are they developed?  What purpose do they serve?  Is it an easy process to tackle?  What are some of the more well-known strikes, what happened, when, to whom, what was the result?

Can someone research this CBA reform (not the recall) and let’s discuss. Other states followed suit (or failed to do so, I.e. Ohio) and it is a hot and heavy topic as states continue to slide towards bankruptcy and state insolvency (I.e. IL, CA, and even Puerto Rico). Why did the Wis state pass this law and what changes to union laws did it make? Do you agree with the changes? Why or why not?…

MGMT410 Human Resource Management

Final Exam

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(TCO 2) Name and explain or define the goals of the training and development function of HRM. (Points : 40)

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The main goals of HRM’s training and development function includes building an understanding of the responsibilities and…

(TCO 7) You are the recruiter and hiring manager for the position of vice president of sales for a company that sells athletic shoes on the West Coast. This position carries with it a number of unique responsibilities, including managing a department of 250 part-time and 50 full-time employees, a budget-making requirement, responsibility for P & L for the department, extensive weekly travel, a master’s-level education (minimum), and at least 10 years of experience in sales and 5 years’ experience in management. The salary and benefits package is $250,000. Your boss asks you which method of recruiting you will prefer to use and why you will use it. What downsides to your recommended method exist? What is your answer? (Points : 40)

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I would recommend to use third-party sourcing as the recruitment method because these third-party recruitment…

(TCO 12) Describe three types of flexible benefits programs and state the one you would recommend be implemented. Why would you pick that one program? Provide at least one solid business reason why. (Points : 40)

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Three types of flexible benefits programs are cafeteria plans, the module approach, and the core-plus-options plan. Cafeteria plans…

(TCO 8) Evaluate Kirkpatrick’s four levels of training evaluation, and determine which level would be most appropriate for the average organization. Why is Level 4 so difficult to obtain? (Points : 40)

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The most appropriate for the average organization is Level 2: Learning, because it is…

(TCO 1) Which of the following human resource management specialties calls for collecting data to write job descriptions? (Points : 6)

Job analyst

Job training specialist

Compensation manager

EEO coordinator

(TCO 3) Luisa has worked for a 2,500-employee chemical manufacturer, PoySon, for 2 years. She went to work Monday morning to find her key no longer fit the front door lock and a new sign—”FUTURE HOME OFFICE OF GREEN CO.”—on the front door. She called the office and found that the telephone had been disconnected. Her husband called her and mentioned the local paper with headlines, “PoySon Sells Plastics Plant to a Recycler: 2,000 Layoffs!” Luisa remembered the letter she received from the HRM department 3 months earlier warning of this probable plant closing. To which further protection is Luisa entitled under W.A.R.N.? (Points : 6)

She is entitled to an amount equal to pay and benefits for up to 60 days.

Her job must be given back to her.

Luisa has no protection. She was notified in an appropriate manner.

Luisa has no protection. The employee layoff number is too small.

Luisa has no protection. She hasn’t worked there long enough.

(TCO 3) Which of the following laws most impacts pregnant women’s employee and/or employer rights and obligations? (Points : 6)

USERRA

ADA

OSHA

NLRA

PDA

(TCO 4) Based on research into ethical behavior in the workplace, which of the following is a true statement? (Points : 6)

Offering rewards for ethical behavior supports the intrinsic nature of personal ethics.

Punishing unethical behavior fails to alter the behavior of others in the workplace.

Managers significantly influence the ethical behavior of their subordinates.

Employees feel uncomfortable discussing ethics, so it should be avoided.

(TCO 5) Which of the following is the primary disadvantage of using questionnaires to gather job analysis information? (Points : 6)

Questionnaires are the most expensive method of collecting data.

Supervisors are required to verify all collected questionnaire data.

Questionnaires are too open-ended for statistical information.

Developing and testing questionnaires is time-consuming.

(TCO 6) The more specific the job qualifications in a help wanted ad are, the (Points : 6)

Higher the salary that will be offered.

Lower the salary that will be offered.

More important the position will be.

Lower the number of résumés that will be received.

Higher the number of résumés that will be received.

MGMT410 Human Resource Management

(TCO 7) Which is the difference between a conditional job offer and a permanent job offer? (Points : 6)

The conditional job offer is made by the recruiter. The permanent job offer is made by the interviewer.

The conditional job offer is made after salary is set. The permanent job offer is based on performance expectations before salary is set.

Conditional job offers are made to hourly workers. Permanent job offers are made to salaried workers.

The conditional job offer is made before the initial screening. The permanent job offer is made after medical requirements are met.

(TCO 8) When Jeremy completed his study program in the plumber’s union hall, he was assigned to work with an older plumber to learn the trade in practice. This method of training is called (Points : 6)

Job rotation.

Assistant to position.

Apprentice.

Lectures.

Simulations.

(TCO 9) Jaylen is a stay-at-home dad. He has two children. He likes spending time with them and raising them. He is very involved in their education. He is a volunteer at the Parent Teacher Association of his children’s school. He is also the coach of their baseball team. Both children get good grades and their teachers like them. Jaylen’s wife is a corporate lawyer and makes a six-figure paycheck, travels extensively, and relies on Jaylen to be home caring for their family. Is Jaylen having a successful career, using internal factors? (Points : 6)

No, being a stay-at-home father is not a career.

No, he does not earn any income from his work.

Yes, because at least his wife works.

No, but at least he is saving on childcare costs.

Yes, because he is a successful homemaker and enjoys it.

(TCO 10) Which of the following reasons does not support the purposes behind having a performance appraisal system? (Points : 6)

Documentation for terminating an employee

Motivating an employee

Strengthening the supervisor and employee relationship

Allowing friendships to impact performance evaluations

Protecting the company from lawsuits

(TCO 11) Preferred office furnishings, assigned parking spaces, and business cards are all examples of (Points : 6)

Intrinsic rewards.
Extrinsic, nonfinancial rewards.

Intrinsic financial rewards.

Membership-based rewards.

Intrinsic performance-based rewards.

(TCO 12) Which of the following is not considered a short-term disability plan? (Points : 6)

Company sick leave

Unemployment insurance

Worker’s compensation insurance

Short-term disability insurance

FMLA leave

(TCO 13) Companies subject to OSHA Form 300 record-keeping rules must keep such records for (Points : 6)

(TCO 14) A teachers’ union has been trying to negotiate a new contract with school officials for 30 days. The old contract expires in 2 months, the day before school starts for the year. To resolve the contract negotiation disputes, a third party has been hired to pull together the common ground that exists and to make recommendations in the settlement that would overcome barriers that exist between the two sides. Which kind of impasse resolution technique is being used? (Points : 6)

(TCO 11) Of the following, which is the only performance-based benefit or award? (Points : 6)

MGMT410 Human Resource Management

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