WEEK 1The Purpose of HRM (graded) Human Resources Management (HRM)what a mouthfu

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.WEEK 5
Homework

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:

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?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?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 24 pages, double-spaced, excluding references
and the title page. Submit at the end of the week to the Dropbox.

Submit your lab to the Dropbox located on the silver tab at the top of
this page. For instructions on how to use the Dropbox, read these .next.ecollege.com/default/launch.ed?ssoType=DVUHubSSO2&node=node/184″>step-by-step instructions or watch this .next.ecollege.com/default/launch.ed?ssoType=DVUHubSSO2&node=node/232″>Dropbox Tutorial.

See the Syllabus section “Due Dates for Assignments & Exams” for due date information. WEEK 3
Week 3 O*NET Assignment

.equella.ecollege.com/file/c7bbe571-8052-434e-a412-7fbd4bd16bd2/1/MGMT410_W3_ONET.html#1″>

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.

Assignment Instructions and Steps

.equella.ecollege.com/file/c7bbe571-8052-434e-a412-7fbd4bd16bd2/1/MGMT410_W3_ONET.html#top”>
Back to Top

View this website when working on this week’s assignment:

.onetonline.org/”>O*NET Resource Center

Web Navigation Steps

.equella.ecollege.com/file/c7bbe571-8052-434e-a412-7fbd4bd16bd2/1/MGMT410_W3_ONET.html#top”>
Back to Top

Familiarize yourself with O*NET by reviewing the information provided on the About O*NET page: (.onetcenter.org/overview.html”>http://www.onetcenter.org/overview.html).From the About page, click the Content Model link, and review the conceptual model underlying this project: (.onetcenter.org/content.html”>http://www.onetcenter.org/content.html).Review the O*NET Online Desk Aid found in Doc Sharing.Go to the My Next Move page (.mynextmove.org/”>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.)Select the Search, Browse, or Start buttons.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.Use the O*NET interest profiler (.mynextmove.org/explore/ip”>http://www.mynextmove.org/explore/ip) to determine your skills and O*NETs suggestion for a match of those skills.

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

What were two occupations O*NET found that fit your
skills, interests, and experience level desired? Provide the details
regarding the following.
Name of the occupations (5 points each, 10 total)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)What states offered above-average opportunities for the position? (List up to three.) (3 points)What was the average salary listed for the occupation? (2 points)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)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)Will you utilize this website in the future when looking for jobs or hiring employees? Why or why not? (10 points)

Some Tips for Doing Well on This Assignment

.equella.ecollege.com/file/c7bbe571-8052-434e-a412-7fbd4bd16bd2/1/MGMT410_W3_ONET.html#top”>
Back to Top

Set aside up to 3 hours to complete this exercise.Explore the site fully.Answer each question by fully exploring your thoughts. More than
yes or no or one-word answers will be needed for full points on
Questions 1(b), 2, 3, and 4.Avoid copying and pasting information. Give your interpretation of the information you find.

APA formatting is required. Use the template in Doc Sharing, the APA
handbook, and tutorial links in the Syllabus, the online librarians,
and Tutor Source, or .next.ecollege.com/default/launch.ed?ssoType=DVUHubSSO2&node=272″>the APA guide video in THElHUB.

Submit your assignment to the Dropbox located on the silver tab at the
top of this page. For instructions on how to use the Dropbox, read these
.next.ecollege.com/default/launch.ed?ssoType=DVUHubSSO2&node=184″>step-by-step instructions or watch this Tutorial.next.ecollege.com/default/launch.ed?ssoType=DVUHubSSO2&node=232″>Dropbox Tutorial.

See the Syllabus section “Due Dates for Assignments & Exams” for due date information.WEEK 2
Week 2 Social Media Policies: Are They Legal?

.equella.ecollege.com/file/f50b3953-050d-4bec-b414-14419b56183a/1/MGMT410_W2_CaseStudy.html#1″>
Case Study: Social Media Policies: Are They Legal?

Case Study: Social Media Policies: Are They Legal?

Here are several tips for successfully completing this case study.

You should incorporate information from the textbook, the
lectures, and maybe the discussions to support your position. In other
words, tell me more than just your opinion. Provide some relevant facts
from the course material to support your position.Utilize the LexisNexis database in the DeVry University Online
Library to help you research this project. Try the Advanced Search area
and look up laws, news, and law reviews using combinations of keywords
like social media, Facebook, NLRB,and concerted activity.

The Internet also has a wealth of information on this topic, and
you should use these sources to supplement your assignment if you
desire. In the Webliography section of the course (top, far-right tab)
is a number of websites that you can use to help you complete this
assignment. If you research your own Internet sources, be cautious
about your sources. Make sure that the site is from a reputable
organization. There is an expectation that at least some citations and
references are used for all assignments.

Week 2 Case Study: Social Media Policies, Concerted Activity, and 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 23 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.
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)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? (13
paragraphs). (10 points)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)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). (34 paragraphs) (15 points)WEEK 1 QUIZ (TCO 1)
Which of the below is an accurate citation for a journal article using APA
sixth-edition formatting?
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), 616. 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.
Points Received: 7 of 7
Comments:
Question 2. Question
: (TCO 1) Which of the below is
an accurate citation for a book using APA sixth-edition formatting?
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.
Instructor Explanation: See the Syllabus section regarding the APA
handbook.

Question 3. Question
: (TCO 1) Which of the below is
an accurate citation of a journal using APA sixth-edition formatting?
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),
106115.
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.
Question 4. Question
: (TCO 1) Which of the below is
an accurate citation of a journal using APA sixth-edition formatting?
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, 113124.
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.

Question 5. Question
: (TCO 1) Pulitzer winner Thomas
Friedmans book, The World is Flat, explains that Globalization 1.0 is
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 systemsHRIS is invented.
the birth of outsourcing.
the time period beginning in 1800 and ending
in 2000, in which multinational companies took over the world.

Question 6. Question
: (TCO 2) The four major areas
of human resource management are
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.
Instructor Explanation: Week 1 course objectives

Question 7. Question
: Which of the following methods
of citation style and formatting is required in this class?
APP third edition, 1985
MLA
Turabian
APA sixth edition (American Psychology
Association)
Chicago Blue Book

Question 8. Question
: (TCOs 1 and 2). Pick the
answer that is most true about strategic HRM.
When HR programs are not appropriate to the
needs of the organization and therefore not used, this is a strong, strategic
linkage.
When HR strategically inserts itself into the
process of writing computer programs, it is termed as being administratively
and superficially computer savvy.
When HR programs are not used and are
inappropriate, this is an example of weak alignment and weak linkage.
When HR programs fail but the HR department
survives, this shows a weak linkage.

Comments:WEEK 4 QUIZ (TCO 1)
The vice president of marketing tells a marketing manager to prepare a
presentation by the end of the week. The vice president is most likely
exercising which of the following?
Staff authority
Procedural authority
Line authority
Functional authority

Points Received: 0 of 5
Comments:
Question 2. Question
: (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, would most likely undermine
the argument that Sweet Leaf Tea should implement a corporate-level strategy of
vertical integration?
Sweet Leaf Tea lacks the facilities or
knowledge to produce the raw ingredients for its beverages.
Market research suggests that Sweet Leaf Tea
customers primarily purchase only one flavor of tea.
Most loyal customers of Sweet Leaf Tea
purchase the beverage at neighborhood convenience stores.
Sugar farmers used by Sweet Leaf Tea have
agreed to a fixed price for the next 5 years so that the company can keep
prices low.

Question 3. Question
: (TCO 2) The four major areas
of human resource management are
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.

Question 4. Question
: (TCO 2) All of the following
practices are most likely implemented by companies with high-performance work
systems except
hiring employees based on validated selection
tests.
providing pay increases based on service
years.
filling positions with internal candidates.
utilizing self-managing work teams.
Question 5. Question
: (TCO 3) Which Supreme Court
case was used to define unfair discrimination in conjunction with EEO laws?
Brown v. Board of Education
Griggs v. Duke Power Company
West Coast Hotel Co. v. Parrish
Abington School District v. Schempp

Question 6. Question
: (TCO 3) A company used a
personality test to select job candidates for customer service positions. There
were 40 male candidates and 20 female candidates. It appeared that 30 men
passed the personality test and five women passed the personality test. Was
there evidence of disparate impact against female candidates with this
personality test?
No, because this is an example of disparate
treatment.
No, because a passing rate of 25% (5/20) for
the female candidates is fairly good.
Yes, because the passing rate of the female
candidates (25%) is less than 80% of the passing rate of the male candidates
(75%).
Yes, because the passing rate of the female
candidates cant be determined.

Question 7. Question
: (TCO 4) Health-Tech Materials
is a firm that manufactures medical equipment purchased by hospitals and
clinics. The firm employs over 2,500 workers in its two manufacturing
facilities located in Texas and Arizona. Recently, Health-Tech dismissed a
number of employees for ethics violations ranging from improper Internet usage
to stealing company funds. In addition, the firm has been sued by two former
employees for wrongful discharge. As a result, Health-Tech’s top executives are
evaluating the firm’s hiring process, ethics training system, reward system,
and disciplinary system to determine how to promote ethics and fair treatment.
Which of the following best supports the argument that
Health-Tech should make significant changes to its disciplinary process?
According to surveys, Health-Tech employees
feel that managers do not listen to their concerns or take their opinions
seriously.
Health-Tech requires employees to receive
annual ethics training to ensure that they understand the firm’s latest
policies.
Health-Tech’s main competitor uses fictional
scenarios to test applicants’ morality and has fewer ethics problems than
Health-Tech.
Historically, arbitrators have overturned the
dismissal decisions of Health-Tech’s managers because of unclear company rules.

Question 8. Question
: (TCO 4) Which of the following
would least likely foster diversity in the workplace?
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

Question 9. Question
: (TCO 5) Pick the list that
only includes methods of job analysis.
Diary, walk-about, questionnaire, interviews
Questionnaire, restructuring, interviews,
focus groups
Diary, questionnaire, technical conference
Focus groups, reduction in force, interviews
Walk-about, focus groups, interviews

Question 10. Question
: (TCO 5) Which method
interviews the job incumbents simultaneously?
Group interview method
Observation method
Structured method
Individual view method

Question 11. Question
: (TCO 6) When using either a
trend analysis or a ratio analysis, it is assumed that _____ will remain the
same.
staffing levels
currency rates
productivity levels
recruitment plans

Question 12. Question
: (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?
Recruiting costs have increased 5% over the
last 3 years.
Twenty-five percent of resumes are received
through the Internet.
Jane’s secretary spends more time
acknowledging ad responses from qualified applicants than she did a year ago.
Jane’s secretary spends more time
acknowledging ad responses from underqualified applicants than she did a year
ago.
Question 13. Question
: (TCO 7) Which is the difference
between a conditional job offer and a permanent job offer?
The conditional job offer is made when
employment tests are passed. The permanent job offer is made when background
checks are passed.
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.

Question 14. Question
: (TCO 7) Why are performance
simulation tests used more often today instead of written tests in the
selection process?
Employment tests are more expensive than
performance simulation tests.
It is easier to train an interviewer to
administer a performance simulation test than an employment test.
Performance simulation tests more easily meet
the criteria of job relatedness because they evaluate actual job behaviors.
Employment tests are conducted after hiring
decisions are made, not during the selection process.QUIZ 6(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 didnt 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.
(1) What is the 360-degree appraisal? What are the pros and
cons of this appraisal tool? (10 points)
(2) Lets 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)

Question 2. Question
:
(TCO 8) Debra is in line for a senior vice president
position at a large hotel conglomerate. She has just received a letter
appointing her to the national environmental task force for water and
electricity conservation. Which is happening to her career?
Promotion
Job
rotation
Adjusted
Committee assignment
Survival
training

Question 3. Question
:
(TCO 8) Which of the following is a purpose of a new
employee orientation program?
To
communicate relevant HRM policies, such as work hours, pay procedures, and
employee benefits
To
review the specific duties and responsibilities of the new members job
To
introduce the employee to his or her manager and coworkers
All of the above
Instructor Explanation: See Chapter 8a. It is to familiarize the new
member with the firms objectives, history, philosophy, and procedures

Question 4. Question
:
(TCO 9) Compare individual career development to
organizational career development.
They
are both the responsibility of the individual.
Organizational career
development focuses on meeting organizational goals and needs. Individual
career development focuses on meeting individual goals and needs.
Individual
career development involves training. Organizational career development does
not.
They
are different terms for the same experience.
Individual
career development has a much shorter time frame than organizational career
development.

Question 5. Question
:
According to research cited in the text, what is the primary
reason that top-performing, high-commitment employees gave for voluntarily
leaving an organization?
Career
development
Work-life balance
Promotions
Salary

Question 6. Question
:
(TCO 11) Chris, a store manager for a sporting goods
organization, is on the compensation committee. Today, the committee is
evaluating jobs. Chris and Kenny, one of the owners, are comparing jobs, one at
a time. By the end of the day, they will have compared each job to every other
job and come up with a ranking. Which method was used?
Ordering
Classification
Basic
factors
Point method
Prioritization

Question 7. Question
:
(TCO 11) Which of the following is not a performance-based
financial reward?
Piecework
Labor market adjustment
Commission
Performance
bonuses
Merit
pay plans
WEEK 7
Homework

Download the Terms to Know document that is in Doc Sharing.

Pick 12 terms from the sheet and do the following:

Define the term (1 point per definition, up to 12 points). For any copied information, please use quotation marks and citation.Provide the page number where you found the information (.25 points eachup to 3 points).Explain why that term is important to HRM (1.5 points eachup to 18 points).Give an example of how you would use that term at work or in practice (2 points eachup to 24 points).What was the most interesting fact or concept you learned this
term that you didnt know coming into the course? Why did you find it
interesting? (12 paragraphs) (8 points)

Submit your lab to the Dropbox located on the silver tab at the top of
this page. For instructions on how to use the Dropbox, read these or watch thisHuman 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!

See the Syllabus section “Due Dates for Assignments & Exams” for due date information. WEEK 3
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.

View this website when working on this week’s assignment:

.onetonline.org/”>O*NET Resource Center

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

See the Syllabus section “Due Dates for Assignments & Exams” for due date information.WEEK 2
Here are several tips for successfully completing this case study.

Week 2 Case Study: Social Media Policies, Concerted Activity, and HR Management

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.WEEK 1 QUIZ (TCO 1)
Which of the below is an accurate citation for a journal article using APA
sixth-edition formatting? 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), 616. 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. Points Received: 7 of 7 Comments:Question 2. Question
: (TCO 1) Which of the below is
an accurate citation for a book using APA sixth-edition formatting? 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. Instructor Explanation: See the Syllabus section regarding the APA
handbook.Question 3. Question
: (TCO 1) Which of the below is
an accurate citation of a journal using APA sixth-edition formatting? 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),
106115. 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.Question 4. Question
: (TCO 1) Which of the below is
an accurate citation of a journal using APA sixth-edition formatting? 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, 113124. 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.Question 5. Question
: (TCO 1) Pulitzer winner Thomas
Friedmans book, The World is Flat, explains that Globalization 1.0 is 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 systemsHRIS is invented. the birth of outsourcing. the time period beginning in 1800 and ending
in 2000, in which multinational companies took over the world.Question 6. Question
: (TCO 2) The four major areas
of human resource management are 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. Instructor Explanation: Week 1 course objectivesQuestion 7. Question
: Which of the following methods
of citation style and formatting is required in this class? APP third edition, 1985 MLA Turabian APA sixth edition (American Psychology
Association) Chicago Blue BookQuestion 8. Question
: (TCOs 1 and 2). Pick the
answer that is most true about strategic HRM. When HR programs are not appropriate to the
needs of the organization and therefore not used, this is a strong, strategic
linkage. When HR strategically inserts itself into the
process of writing computer programs, it is termed as being administratively
and superficially computer savvy. When HR programs are not used and are
inappropriate, this is an example of weak alignment and weak linkage. When HR programs fail but the HR department
survives, this shows a weak linkage. Comments: (TCO 1)
The vice president of marketing tells a marketing manager to prepare a
presentation by the end of the week. The vice president is most likely
exercising which of the following? Staff authority Procedural authority Line authority Functional authority Points Received: 0 of 5 Comments:Question 2. Question
: (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, would most likely undermine
the argument that Sweet Leaf Tea should implement a corporate-level strategy of
vertical integration? Sweet Leaf Tea lacks the facilities or
knowledge to produce the raw ingredients for its beverages. Market research suggests that Sweet Leaf Tea
customers primarily purchase only one flavor of tea. Most loyal customers of Sweet Leaf Tea
purchase the beverage at neighborhood convenience stores. Sugar farmers used by Sweet Leaf Tea have
agreed to a fixed price for the next 5 years so that the company can keep
prices low.Question 3. Question
: (TCO 2) The four major areas
of human resource management are 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.Question 4. Question
: (TCO 2) All of the following
practices are most likely implemented by companies with high-performance work
systems except hiring employees based on validated selection
tests. providing pay increases based on service
years. filling positions with internal candidates. utilizing self-managing work teams.Question 5. Question
: (TCO 3) Which Supreme Court
case was used to define unfair discrimination in conjunction with EEO laws? Brown v. Board of Education Griggs v. Duke Power Company West Coast Hotel Co. v. Parrish Abington School District v. SchemppQuestion 6. Question
: (TCO 3) A company used a
personality test to select job candidates for customer service positions. There
were 40 male candidates and 20 female candidates. It appeared that 30 men
passed the personality test and five women passed the personality test. Was
there evidence of disparate impact against female candidates with this
personality test? No, because this is an example of disparate
treatment. No, because a passing rate of 25% (5/20) for
the female candidates is fairly good. Yes, because the passing rate of the female
candidates (25%) is less than 80% of the passing rate of the male candidates
(75%). Yes, because the passing rate of the female
candidates cant be determined.Question 7. Question
: (TCO 4) Health-Tech Materials
is a firm that manufactures medical equipment purchased by hospitals and
clinics. The firm employs over 2,500 workers in its two manufacturing
facilities located in Texas and Arizona. Recently, Health-Tech dismissed a
number of employees for ethics violations ranging from improper Internet usage
to stealing company funds. In addition, the firm has been sued by two former
employees for wrongful discharge. As a result, Health-Tech’s top executives are
evaluating the firm’s hiring process, ethics training system, reward system,
and disciplinary system to determine how to promote ethics and fair treatment.Which of the following best supports the argument that
Health-Tech should make significant changes to its disciplinary process? According to surveys, Health-Tech employees
feel that managers do not listen to their concerns or take their opinions
seriously. Health-Tech requires employees to receive
annual ethics training to ensure that they understand the firm’s latest
policies. Health-Tech’s main competitor uses fictional
scenarios to test applicants’ morality and has fewer ethics problems than
Health-Tech. Historically, arbitrators have overturned the
dismissal decisions of Health-Tech’s managers because of unclear company rules.
Question 8. Question
: (TCO 4) Which of the following
would least likely foster diversity in the workplace? 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 programsQuestion 9. Question
: (TCO 5) Pick the list that
only includes methods of job analysis. Diary, walk-about, questionnaire, interviews Questionnaire, restructuring, interviews,
focus groups Diary, questionnaire, technical conference Focus groups, reduction in force, interviews Walk-about, focus groups, interviewsQuestion 10. Question
: (TCO 5) Which method
interviews the job incumbents simultaneously? Group interview method Observation method Structured method Individual view methodQuestion 11. Question
: (TCO 6) When using either a
trend analysis or a ratio analysis, it is assumed that _____ will remain the
same. staffing levels currency rates productivity levels recruitment plansQuestion 12. Question
: (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? Recruiting costs have increased 5% over the
last 3 years. Twenty-five percent of resumes are received
through the Internet. Jane’s secretary spends more time
acknowledging ad responses from qualified applicants than she did a year ago. Jane’s secretary spends more time
acknowledging ad responses from underqualified applicants than she did a year
ago.Question 13. Question
: (TCO 7) Which is the difference
between a conditional job offer and a permanent job offer? The conditional job offer is made when
employment tests are passed. The permanent job offer is made when background
checks are passed. 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.Question 14. Question
: (TCO 7) Why are performance
simulation tests used more often today instead of written tests in the
selection process? Employment tests are more expensive than
performance simulation tests. It is easier to train an interviewer to
administer a performance simulation test than an employment test. Performance simulation tests more easily meet
the criteria of job relatedness because they evaluate actual job behaviors. Employment tests are conducted after hiring
decisions are made, not during the selection process.QUIZ 6(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 didnt 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.(1) What is the 360-degree appraisal? What are the pros and
cons of this appraisal tool? (10 points)(2) Lets 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) Question 2. Question
: (TCO 8) Debra is in line for a senior vice president
position at a large hotel conglomerate. She has just received a letter
appointing her to the national environmental task force for water and
electricity conservation. Which is happening to her career? Promotion Job
rotation Adjusted Committee assignment Survival
training Question 3. Question
: (TCO 8) Which of the following is a purpose of a new
employee orientation program? To
communicate relevant HRM policies, such as work hours, pay procedures, and
employee benefits To
review the specific duties and responsibilities of the new members job To
introduce the employee to his or her manager and coworkers All of the above Instructor Explanation: See Chapter 8a. It is to familiarize the new
member with the firms objectives, history, philosophy, and procedures Question 4. Question
: (TCO 9) Compare individual career development to
organizational career development. They
are both the responsibility of the individual. Organizational career
development focuses on meeting organizational goals and needs. Individual
career development focuses on meeting individual goals and needs. Individual
career development involves training. Organizational career development does
not. They
are different terms for the same experience. Individual
career development has a much shorter time frame than organizational career
development. Question 5. Question
: According to research cited in the text, what is the primary
reason that top-performing, high-commitment employees gave for voluntarily
leaving an organization? Career
development Work-life balance Promotions Salary Question 6. Question
: (TCO 11) Chris, a store manager for a sporting goods
organization, is on the compensation committee. Today, the committee is
evaluating jobs. Chris and Kenny, one of the owners, are comparing jobs, one at
a time. By the end of the day, they will have compared each job to every other
job and come up with a ranking. Which method was used? Ordering Classification Basic
factors Point method Prioritization Question 7. Question
: (TCO 11) Which of the following is not a performance-based
financial reward? Piecework Labor market adjustment Commission Performance
bonuses Merit
pay plans
Download the Terms to Know document that is in Doc Sharing.

Pick 12 terms from the sheet and do the following:

WEEK 1The Purpose of HRM (graded) Human Resources Management (HRM)what a mouthfu

WEEK 1The Purpose of HRM (graded) Human Resources Management (HRM)what a mouthfu

Recent Posts

Recent Comments

Archives

Categories

Meta

Wait, Just Before You Go!

We have a special offer for you if you order your first custom essay from us now!