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![[From 10$/Pg] Additional Requirements Written Communication
[From 10$/Pg] Additional Requirements Written CommunicationWrite a 2-3 page analysis
in which you examine the different categories of employment. Analyze the pros and cons of
each type of worker from an employer’s perspective and then describe the ideal proportion
of workers for a business type of your choosing. Provide a supporting rationale for your
description.IntroductionEmployment laws are based on the premise of the existence of an
employment relationship. Defining whether an employment relationship exists between an
employee and employer can be challenging in today’s workplace, because there are so many
different forms of employment. Regular, full-time employment used to be the norm. Today,
companies hire part-time, temporary, or contract employees; this has impacted the legal
rights of the employees performing the work. These alternative work arrangements are
often referred to as contingent, or non-standard, work.It is important for HR practitioners
and members of management to understand employment relationships and the
classification of employees, because this can have a significant impact on the way an
employee is paid. This also affects the application of employment laws.This assessment
delves into the different types of employment relationships that exist today. Classifying an
employee’s status can be almost as important as defining the tasks of the job, especially
when courts must interpret the law. In this assessment, you will examine the primary types
of work agreements—from handshake and contract, to employment-at-will, and temporary
employment.When work needs to be done, hiring the right person is usually foremost on
the mind of the employer. How that person is classified once hired, typically, is the
responsibility of the HR department. Often that classification may become the single most
important factor in resolving workplace disputes. In this assessment, you will explore
options for engaging the right people with the best agreement.The most prevalent
understanding between an employer and an employee is set at the point of hire, by an
agreement to pay a certain wage for a given piece of work under certain terms and
conditions. The earliest agreements were based on a symbolic handshake and the bond
between the two parties. That symbolic handshake is the basis of employment contracts
today, but the symbols and terms have changed considerably.For this assessment, write a 2-
3 page analysis in which you complete the following:Describe each category of worker (full-
and part-time employees, independent contractors, temporary employees, interns,
students, volunteers, and partners).Include an analysis of the pros and cons of each type of](https://image.slidesharecdn.com/additionalrequirementswrittencommunication-230605142310-86a83f25/85/Additional-Requirements-Written-Communication-docx-1-320.jpg)
Recommended
Discussion 1QuestionExplain how you would conduct a job anal.docx
Discussion 1:
Question:
Explain how you would conduct a job analysis in a company that has never had job descriptions. Utilize the O*Net as a resource for your information.
Job descriptions are used for a variety of reasons. They are a tool for recruiting, determining salary ranges and levels or grades, establishing job titles, creating employee’s job goals and objectives, and conducting performance reviews. They can also be used for career planning, creating reasonable accommodations and meeting legal requirements for compliance purposes. Because of this, it is very important to have written job descriptions that accurately reflect the employees’ current job duties and responsibilities (Schneider, C. A., Rasband, W. S., & Eliceiri, K. W. (2012)).
Employers should audit their job descriptions every few years, usually in conjunction with a compensation study and whenever the organization’s purpose, mission or structure changes. One way to audit or create job descriptions is to conduct a job analysis. Job analysis is the process of gathering, examining and interpreting data about the job’s tasks and responsibilities. It generally includes tracking an employee’s duties and the duration of each task, observing the employee performing his or her job, interviewing the employee, managers and others who interact with the employee, and comparing the job to other jobs in the same department and job grade or job family. An important concept in job analysis is that it is an evaluation of the job, not the person doing the job. The final product from a job analysis includes a thorough understanding of the essential functions of the job, a list of all duties and responsibilities, a percentage of time spent for each group of tasks, the job’s relative importance in comparison with other jobs, the knowledge, skills and abilities (KSAs) needed to perform the job, and the conditions under which the work is completed (Hansen, M. T., Nohria, N., & Tierney, T. (1999)).
Discussion 2:
Question:
Explain how you would conduct a job analysis in a company that has never had job descriptions. Utilize the O*Net as a resource for your information.
There are various definitions of job analysis and according to Management Study Guide, (2018) job analysis is a process of recognizing and defining details on a particular job their duties, responsibilities as well as skills. The job analysis process is important for organizations today considering the fact that it helps in discovering what a department requires and what is expected of workers in that given department. Also, a job analysis defines the particulars of a job, including the job location, title, or even the working conditions of an existing or future employee.
There are several steps to follow in order to conduct a job analysis, effectively and the first step is determining the reason for the job analysis, the individual to conduct the analysis, how the analysis will be conducted and having a strategic dec ...
Employee Selection
The author details their experience working for a DirecTV installation company, starting as an installer in hot attics and damp crawlspaces before being promoted to inspector with a higher weekly pay of over $1500; however, issues with paychecks, including an error and advice to ask for advances from payroll, would soon lead to problems.
Instructions paper and in text citations in apa formatting paper/tutorialoutlet
FOR MORE CLASSES VISIT
tutorialoutletdotcom
Instructions: Paper and in-text citations in APA formatting
paper should be 9-10 pages in length
needs to contain 2 additional credible sources, with in-text citations
INFORMATION SYSTEMS CASE STUDYBrainstorm ideas for a new informa.docx
INFORMATION SYSTEMS CASE STUDY
Brainstorm ideas for a new information system that could be implemented by your current employer, previous employer or university in order to benefit the organization in some manner. Create a 4-page document explaining the idea and request the information system department initiate systems investigation for this project.
Instructions:
· Submit your responses in a word document.
· Plagiarism will be checked.
· APA format.
· Limit your response to 4-page.
· Include References to the material used.
· Turnitin report required.
33
2Employee Selection
Stockbyte/Thinkstock
Learning Outcomes
After reading this chapter, you should be able to
• Describe the critical stages of a job analysis.
• Explain why recruiting practices are important to organizations.
• Be familiar with initial screening tools for employee selection.
• Create effective employee interviews.
• Understand laws that impact employee selection practices.
• Apply positive psychology to employee selection.
you83701_02_c02_033-066.indd 33 4/20/17 4:14 PM
© 2017 Bridgepoint Education, Inc. All rights reserved. Not for resale or redistribution.
34
Section 2.1 The Importance of Employee Selection
2.1 The Importance of Employee Selection
Think about the following scenario: Your employer or favorite shopping place is experiencing
significant growth and needs to hire 20 new customer service representatives over the next
2 months. This can be an exciting time for the organization. The company is growing, and
additional employees will ensure continued growth and increased revenue. Hiring these new
employees, however, may pose some challenges. First, where will the company find qualified
candidates for the new positions, and how will it encourage them to apply for the jobs? The
company anticipates more than 200 people will apply for the 20 open positions. How will it
screen the résumés and applications so as to identify the most qualified individuals? Addition-
ally, who will conduct the interviews, and more importantly, how will the interviewers discern
which applicants have the skills and abilities to best serve the company’s customers? Finally,
how will the company ensure that each stage of the selection process is legal, ethical, and fair?
Most organizations encounter these challenges when they have to hire new employees. A
common concern is the cost of hiring, which can be very expensive. There is the cost of adver-
tising the job opening, which may include buying print ads, online ads, posting to a bulletin
board, renting a booth at a job fair, or even paying a recruitment agency. Then there are the
costs of processing the applications, screening the applicants, contacting prospective inter-
viewees, and testing and interviewing applicants. These costs include not only the time of
the organization’s HR employees and hiring managers, but also opportunity costs, or pro-
ductivity sacrificed because their time is not being s.
Copyright ©2001. All Rights Reserved.Copyright ©2001. .docx
Copyright ©2001. All Rights Reserved.
Copyright ©2001. All Rights Reserved.
Copyright ©2001. All Rights Reserved.
Copyright ©2001. All Rights Reserved.
Copyright ©2001. All Rights Reserved.
Copyright ©2001. All Rights Reserved.
Copyright ©2001. All Rights Reserved.
Copyright ©2001. All Rights Reserved.
Copyright 1985 Harvard Business Publishing. All Rights Reserved. Additional restrictions
may apply including the use of this content as assigned course material. Please consult your
institution's librarian about any restrictions that might apply under the license with your
institution. For more information and teaching resources from Harvard Business Publishing
including Harvard Business School Cases, eLearning products, and business simulations
please visit hbsp.harvard.edu.
OL 600 Milestone Two Guidelines and Rubric
Performance Management: Employee and Labor Relations
Overview: For this milestone, due in Module Five, you will analyze HR strategic initiatives of employee and labor relations that positively impact organizational
effectiveness. The three critical element focus on employee discipline, performance management, and employee and labor relations.
Prompt: First, read Chapters 8 and 14 in your text, the Harvard Business Review article Discipline Without Punishment – At Last, and the Grievance Procedures:
What are the Steps Typically Found in a Grievance Procedure? SHRM article.
Refer to the chapter readings and module resources to support your responses to each of the three critical elements below. Carefully read and address each
critical element as written, using detailed and informative analysis that conveys critical thinking. The three critical element are aligned to the organization
technical competency within the HR knowledge domain.
Specifically, the following critical elements must be addressed:
• Employee Discipline: Analyze punitive and nonpunitive disciplinary approaches, and explain their impacts on employee relations.
• Performance Management: Determine the elements of an effective performance management system, and explain how well the employer’s system
meets organizational needs.
• Employee and Labor Relations: Determine the differences between union grievance procedures and nonunion complaint processes, and describe
improvements that could be made to a nonunion complaint process.
Be sure to incorporate instructor feedback on this milestone into your final submission.
Rubric
Guidelines for Submission: This milestone must be submitted as a 3- to 4-page Word document with double spacing, 12-point Times New Roman font, and one-
inch margins. Use the latest edition of the APA manual for formatting and citations.
Note that the grading rubric for this milestone submission is not identical to that of the final project. The Final Project Rubric will include an additional
“Exemplary” category that provides guidance as to how you can go above and beyond “Profici.
Wage and Hour Liability: A Ticking Time Bomb - By Compliance Global Inc.
The document discusses an upcoming webinar on addressing wage and hour liability risks. The U.S. Department of Labor has announced new rules effective December 1, 2016 that expand overtime pay requirements for employees earning less than $913 per week. The webinar speaker, Ronald Adler, will discuss how employers must take proactive measures to prevent wage and hour violations and correct pay errors. He will also cover how employers can demonstrate their commitment to compliance through governance and risk management practices such as internal audits. The webinar aims to help HR professionals, managers, auditors and others address this growing employment law risk area.
1. Review Chapter 1 and Chapter 2 in your textbook. Next, consider.docx
1. Review Chapter 1 and Chapter 2 in your textbook. Next, consider the following questions:
· What are the three phases of the labor relations process, and what are the basic assumptions in this process in the United States?
· Why might a worker want to be represented by a labor union, or not want to be represented by a labor union?
· How can we apply lessons from the history of labor unions to evaluate the strength of labor unions in the modern workplace?
Write an essay that addresses these topics in detail. You should not be writing a question and an answer; rather, write an essay that describes your understanding of these subjects, with the questions above as prompts to help steer your thoughts. The result should be a post that stands on its own as an academic paper, not a Q&A from a classroom assignment. (This will be helpful to you as you work on your Final Paper later in the course, so doing good work now will save you time later on.)
Use in-text citations to show where you are applying or discussing content from your textbook. In addition, be sure to cite where you are applying or discussing content from external research that you decide to use, if any. (External sources are not required, but are likely to help your grade.) End your post with a References list that gives the full details about the sources. In-text citations and References should be formatted according to APA standards.
Share your initial post in this Discussion board by Thursday evening. Give substantive responses to at least two classmates' initial posts by Sunday evening. "Substantive" responses are not "Great post!" or "I like that you..." or "I agree..." type of reactions, but rather, thorough responses that include new connections to research, detailed examples from your own workplace experience, etc. Your classmates should always be learning something new from your responses.
__________
Discussions will use the following Grading Rubric:
· 25% Initial Post Comprehension: Develops an initial post with clear point of view, using rich and significant detail to demonstrate mastery of the learning topic.
· 15% Initial Post Application: Utilizes course materials and/or independent research to support your points.
· 10% Initial Post Timeliness: Submits initial post by midnight on Thursday evening during the assigned week.
· 25% Follow-Up Substantive Comments: Provides substantive responses to at least two classmates' threads, adding new insights, research, and/or examples to further classmates' learning.
· 15% Writing: Writes posts and responses that are easily understood, clear and well organized, and with appropriate grammar and spelling.
· 10% Citations and References: Uses proper APA-style citation methods when referring to other sources, including assigned content.
Labor relations is imperative in business as it refers to the system in which employers, workers and their representatives and, directly or indirectly, the government interact to set the ground rules fo ...
2.1 The Importance of Employee Selection Think about the follo.docx
2.1 The Importance of Employee Selection
Think about the following scenario: XYZ Corporation is experiencing significant growth and needs to hire 20 new customer service representatives over the next two months. This can be an exciting situation for the organization. The company is growing, and additional employees will ensure continued growth and increased revenue. Hiring these new employees, however, may pose some challenges. First, where will the company find qualified candidates for the new positions, and how will it encourage them to apply for the jobs? The company anticipates more than 200 applicants for the 20 open positions. How will it screen the résumés and applications so as to identify the most qualified individuals? Additionally, who will conduct the interviews, and, more importantly, how will the interviewers discern which applicants have the skills and abilities to best serve the company's customers? Finally, how will the company ensure that each stage of the selection process is legally and ethically fair? Most organizations encounter concerns such as these whenever they are faced with the prospect of hiring new employees.
Consider This: Can You Afford Not to Hire the Best?
Photo of a newspaper with the headline "Now Hiring" seen through a magnifying glass.
The expense of placing advertisements for a job opening is just one of the many costs associated with hiring a new employee.
Hiring can be very expensive. Consider the costs of hiring a new employee: There is the cost of advertising the job opening, which may include print ads, online ads, posting to a bulletin board, renting a booth at a job fair, or even paying a recruitment agency. Then, there are the costs of processing the applications, screening the applicants, contacting prospective interviewees, and then testing and interviewing applicants. These costs include not only the time of your human resources employees and hiring managers but also the opportunity costs, or productivity sacrificed because their time is not being spent on other productive activities. Then, once an employee is selected, there are the costs of orientation and training to get that employee ready to perform. Because the new employee is now on the organization's payroll, the costs of this orientation and training phase include both the manager's and the employee's time and opportunity costs.
Although hiring costs are high, hiring the wrong person can be even more costly. A Harvard University Study estimated that 80% of turnover can be attributed to faulty hiring decisions (Mengel, 2001). Turnover rate is the percentage of all the employees in an organization who leave in a given year. Turnover can be more expensive than hiring. When employees choose to leave an organization, not only does the hiring process have to be repeated to fill the vacancy, but there are also the costs of separating the departing employee, including the time of human resources employees and hiring managers as well a.
Recommended
Discussion 1QuestionExplain how you would conduct a job anal.docx
Discussion 1:
Question:
Explain how you would conduct a job analysis in a company that has never had job descriptions. Utilize the O*Net as a resource for your information.
Job descriptions are used for a variety of reasons. They are a tool for recruiting, determining salary ranges and levels or grades, establishing job titles, creating employee’s job goals and objectives, and conducting performance reviews. They can also be used for career planning, creating reasonable accommodations and meeting legal requirements for compliance purposes. Because of this, it is very important to have written job descriptions that accurately reflect the employees’ current job duties and responsibilities (Schneider, C. A., Rasband, W. S., & Eliceiri, K. W. (2012)).
Employers should audit their job descriptions every few years, usually in conjunction with a compensation study and whenever the organization’s purpose, mission or structure changes. One way to audit or create job descriptions is to conduct a job analysis. Job analysis is the process of gathering, examining and interpreting data about the job’s tasks and responsibilities. It generally includes tracking an employee’s duties and the duration of each task, observing the employee performing his or her job, interviewing the employee, managers and others who interact with the employee, and comparing the job to other jobs in the same department and job grade or job family. An important concept in job analysis is that it is an evaluation of the job, not the person doing the job. The final product from a job analysis includes a thorough understanding of the essential functions of the job, a list of all duties and responsibilities, a percentage of time spent for each group of tasks, the job’s relative importance in comparison with other jobs, the knowledge, skills and abilities (KSAs) needed to perform the job, and the conditions under which the work is completed (Hansen, M. T., Nohria, N., & Tierney, T. (1999)).
Discussion 2:
Question:
Explain how you would conduct a job analysis in a company that has never had job descriptions. Utilize the O*Net as a resource for your information.
There are various definitions of job analysis and according to Management Study Guide, (2018) job analysis is a process of recognizing and defining details on a particular job their duties, responsibilities as well as skills. The job analysis process is important for organizations today considering the fact that it helps in discovering what a department requires and what is expected of workers in that given department. Also, a job analysis defines the particulars of a job, including the job location, title, or even the working conditions of an existing or future employee.
There are several steps to follow in order to conduct a job analysis, effectively and the first step is determining the reason for the job analysis, the individual to conduct the analysis, how the analysis will be conducted and having a strategic dec ...
Employee Selection
The author details their experience working for a DirecTV installation company, starting as an installer in hot attics and damp crawlspaces before being promoted to inspector with a higher weekly pay of over $1500; however, issues with paychecks, including an error and advice to ask for advances from payroll, would soon lead to problems.
Instructions paper and in text citations in apa formatting paper/tutorialoutlet
FOR MORE CLASSES VISIT
tutorialoutletdotcom
Instructions: Paper and in-text citations in APA formatting
paper should be 9-10 pages in length
needs to contain 2 additional credible sources, with in-text citations
INFORMATION SYSTEMS CASE STUDYBrainstorm ideas for a new informa.docx
INFORMATION SYSTEMS CASE STUDY
Brainstorm ideas for a new information system that could be implemented by your current employer, previous employer or university in order to benefit the organization in some manner. Create a 4-page document explaining the idea and request the information system department initiate systems investigation for this project.
Instructions:
· Submit your responses in a word document.
· Plagiarism will be checked.
· APA format.
· Limit your response to 4-page.
· Include References to the material used.
· Turnitin report required.
33
2Employee Selection
Stockbyte/Thinkstock
Learning Outcomes
After reading this chapter, you should be able to
• Describe the critical stages of a job analysis.
• Explain why recruiting practices are important to organizations.
• Be familiar with initial screening tools for employee selection.
• Create effective employee interviews.
• Understand laws that impact employee selection practices.
• Apply positive psychology to employee selection.
you83701_02_c02_033-066.indd 33 4/20/17 4:14 PM
© 2017 Bridgepoint Education, Inc. All rights reserved. Not for resale or redistribution.
34
Section 2.1 The Importance of Employee Selection
2.1 The Importance of Employee Selection
Think about the following scenario: Your employer or favorite shopping place is experiencing
significant growth and needs to hire 20 new customer service representatives over the next
2 months. This can be an exciting time for the organization. The company is growing, and
additional employees will ensure continued growth and increased revenue. Hiring these new
employees, however, may pose some challenges. First, where will the company find qualified
candidates for the new positions, and how will it encourage them to apply for the jobs? The
company anticipates more than 200 people will apply for the 20 open positions. How will it
screen the résumés and applications so as to identify the most qualified individuals? Addition-
ally, who will conduct the interviews, and more importantly, how will the interviewers discern
which applicants have the skills and abilities to best serve the company’s customers? Finally,
how will the company ensure that each stage of the selection process is legal, ethical, and fair?
Most organizations encounter these challenges when they have to hire new employees. A
common concern is the cost of hiring, which can be very expensive. There is the cost of adver-
tising the job opening, which may include buying print ads, online ads, posting to a bulletin
board, renting a booth at a job fair, or even paying a recruitment agency. Then there are the
costs of processing the applications, screening the applicants, contacting prospective inter-
viewees, and testing and interviewing applicants. These costs include not only the time of
the organization’s HR employees and hiring managers, but also opportunity costs, or pro-
ductivity sacrificed because their time is not being s.
Copyright ©2001. All Rights Reserved.Copyright ©2001. .docx
Copyright ©2001. All Rights Reserved.
Copyright ©2001. All Rights Reserved.
Copyright ©2001. All Rights Reserved.
Copyright ©2001. All Rights Reserved.
Copyright ©2001. All Rights Reserved.
Copyright ©2001. All Rights Reserved.
Copyright ©2001. All Rights Reserved.
Copyright ©2001. All Rights Reserved.
Copyright 1985 Harvard Business Publishing. All Rights Reserved. Additional restrictions
may apply including the use of this content as assigned course material. Please consult your
institution's librarian about any restrictions that might apply under the license with your
institution. For more information and teaching resources from Harvard Business Publishing
including Harvard Business School Cases, eLearning products, and business simulations
please visit hbsp.harvard.edu.
OL 600 Milestone Two Guidelines and Rubric
Performance Management: Employee and Labor Relations
Overview: For this milestone, due in Module Five, you will analyze HR strategic initiatives of employee and labor relations that positively impact organizational
effectiveness. The three critical element focus on employee discipline, performance management, and employee and labor relations.
Prompt: First, read Chapters 8 and 14 in your text, the Harvard Business Review article Discipline Without Punishment – At Last, and the Grievance Procedures:
What are the Steps Typically Found in a Grievance Procedure? SHRM article.
Refer to the chapter readings and module resources to support your responses to each of the three critical elements below. Carefully read and address each
critical element as written, using detailed and informative analysis that conveys critical thinking. The three critical element are aligned to the organization
technical competency within the HR knowledge domain.
Specifically, the following critical elements must be addressed:
• Employee Discipline: Analyze punitive and nonpunitive disciplinary approaches, and explain their impacts on employee relations.
• Performance Management: Determine the elements of an effective performance management system, and explain how well the employer’s system
meets organizational needs.
• Employee and Labor Relations: Determine the differences between union grievance procedures and nonunion complaint processes, and describe
improvements that could be made to a nonunion complaint process.
Be sure to incorporate instructor feedback on this milestone into your final submission.
Rubric
Guidelines for Submission: This milestone must be submitted as a 3- to 4-page Word document with double spacing, 12-point Times New Roman font, and one-
inch margins. Use the latest edition of the APA manual for formatting and citations.
Note that the grading rubric for this milestone submission is not identical to that of the final project. The Final Project Rubric will include an additional
“Exemplary” category that provides guidance as to how you can go above and beyond “Profici.
Wage and Hour Liability: A Ticking Time Bomb - By Compliance Global Inc.
The document discusses an upcoming webinar on addressing wage and hour liability risks. The U.S. Department of Labor has announced new rules effective December 1, 2016 that expand overtime pay requirements for employees earning less than $913 per week. The webinar speaker, Ronald Adler, will discuss how employers must take proactive measures to prevent wage and hour violations and correct pay errors. He will also cover how employers can demonstrate their commitment to compliance through governance and risk management practices such as internal audits. The webinar aims to help HR professionals, managers, auditors and others address this growing employment law risk area.
1. Review Chapter 1 and Chapter 2 in your textbook. Next, consider.docx
1. Review Chapter 1 and Chapter 2 in your textbook. Next, consider the following questions:
· What are the three phases of the labor relations process, and what are the basic assumptions in this process in the United States?
· Why might a worker want to be represented by a labor union, or not want to be represented by a labor union?
· How can we apply lessons from the history of labor unions to evaluate the strength of labor unions in the modern workplace?
Write an essay that addresses these topics in detail. You should not be writing a question and an answer; rather, write an essay that describes your understanding of these subjects, with the questions above as prompts to help steer your thoughts. The result should be a post that stands on its own as an academic paper, not a Q&A from a classroom assignment. (This will be helpful to you as you work on your Final Paper later in the course, so doing good work now will save you time later on.)
Use in-text citations to show where you are applying or discussing content from your textbook. In addition, be sure to cite where you are applying or discussing content from external research that you decide to use, if any. (External sources are not required, but are likely to help your grade.) End your post with a References list that gives the full details about the sources. In-text citations and References should be formatted according to APA standards.
Share your initial post in this Discussion board by Thursday evening. Give substantive responses to at least two classmates' initial posts by Sunday evening. "Substantive" responses are not "Great post!" or "I like that you..." or "I agree..." type of reactions, but rather, thorough responses that include new connections to research, detailed examples from your own workplace experience, etc. Your classmates should always be learning something new from your responses.
__________
Discussions will use the following Grading Rubric:
· 25% Initial Post Comprehension: Develops an initial post with clear point of view, using rich and significant detail to demonstrate mastery of the learning topic.
· 15% Initial Post Application: Utilizes course materials and/or independent research to support your points.
· 10% Initial Post Timeliness: Submits initial post by midnight on Thursday evening during the assigned week.
· 25% Follow-Up Substantive Comments: Provides substantive responses to at least two classmates' threads, adding new insights, research, and/or examples to further classmates' learning.
· 15% Writing: Writes posts and responses that are easily understood, clear and well organized, and with appropriate grammar and spelling.
· 10% Citations and References: Uses proper APA-style citation methods when referring to other sources, including assigned content.
Labor relations is imperative in business as it refers to the system in which employers, workers and their representatives and, directly or indirectly, the government interact to set the ground rules fo ...
2.1 The Importance of Employee Selection Think about the follo.docx
2.1 The Importance of Employee Selection
Think about the following scenario: XYZ Corporation is experiencing significant growth and needs to hire 20 new customer service representatives over the next two months. This can be an exciting situation for the organization. The company is growing, and additional employees will ensure continued growth and increased revenue. Hiring these new employees, however, may pose some challenges. First, where will the company find qualified candidates for the new positions, and how will it encourage them to apply for the jobs? The company anticipates more than 200 applicants for the 20 open positions. How will it screen the résumés and applications so as to identify the most qualified individuals? Additionally, who will conduct the interviews, and, more importantly, how will the interviewers discern which applicants have the skills and abilities to best serve the company's customers? Finally, how will the company ensure that each stage of the selection process is legally and ethically fair? Most organizations encounter concerns such as these whenever they are faced with the prospect of hiring new employees.
Consider This: Can You Afford Not to Hire the Best?
Photo of a newspaper with the headline "Now Hiring" seen through a magnifying glass.
The expense of placing advertisements for a job opening is just one of the many costs associated with hiring a new employee.
Hiring can be very expensive. Consider the costs of hiring a new employee: There is the cost of advertising the job opening, which may include print ads, online ads, posting to a bulletin board, renting a booth at a job fair, or even paying a recruitment agency. Then, there are the costs of processing the applications, screening the applicants, contacting prospective interviewees, and then testing and interviewing applicants. These costs include not only the time of your human resources employees and hiring managers but also the opportunity costs, or productivity sacrificed because their time is not being spent on other productive activities. Then, once an employee is selected, there are the costs of orientation and training to get that employee ready to perform. Because the new employee is now on the organization's payroll, the costs of this orientation and training phase include both the manager's and the employee's time and opportunity costs.
Although hiring costs are high, hiring the wrong person can be even more costly. A Harvard University Study estimated that 80% of turnover can be attributed to faulty hiring decisions (Mengel, 2001). Turnover rate is the percentage of all the employees in an organization who leave in a given year. Turnover can be more expensive than hiring. When employees choose to leave an organization, not only does the hiring process have to be repeated to fill the vacancy, but there are also the costs of separating the departing employee, including the time of human resources employees and hiring managers as well a.
Letter Formatting Insert Date Insert Nam.docx
Letter Formatting
<Insert Date>
<Insert Name of Letter Recipient >
<Insert Name of Company>
<Insert Company Address>
<Insert Company Address>
<Insert Name of Letter Recipient>,
Paragraph 1…Ideas: Introduce the event, make a connection between the event and the
company, and provide a fact about either where the vent will take place or when.
______________________________________________________________________
______________________________________________________________________
Paragraph 2…Provide additional facts about the event. Examples: a GENERIC overview of
the attendees (examples: families, couples, art enthusiasts, etc.), where or when the
event will take place (whichever was not used in paragraph 1), benefits to attendees,
other exciting facts about the event.
______________________________________________________________________
______________________________________________________________________
Paragraph 3…Provide an overview of the sponsorship opportunities. Ideas: monetary
ranges, 3-4 examples of potential benefits, excitement about their potential involvement.
______________________________________________________________________
______________________________________________________________________
Paragraph 4…Finish up with a simple and professional closing. Examples: Thank you for
your time and consideration, I look forward to speaking with you soon, I will be in touch
to answer any questions that you may have about the event.
______________________________________________________________________
______________________________________________________________________
<Insert Professional Salutation>,
<Insert Your Name>
<Insert Your Title>
MHR 6401, Employment Law 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Discuss the legal significance of the employer-employee relationship.
1.1 Identify the regulation of employer-employee relationship through applicable law and judicial
decision.
1.2 Recognize types of workers and employers, and recognize when an employment relationship
exists.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapter 1
Unit I Article Critique
1.2
Unit Lesson
Chapter 2
Unit I Article Critique
Reading Assignment
Chapter 1: Overview of Employment Law, pp. 3–33
Chapter 2: The Employment Relationship, pp. 35–63
Unit Lesson
Whether through discussion in the workplace or through your academic work, you likely have heard of the
concept of employment at-will. At its most basic level, being employed at-will means that your employer can
terminate you without cause at any time. Likewise, you can resign your employment at any time for any
reason. The vast majority of employment relationships in the United States are at-will. When jobs are plentiful
and good workers are scarce, it is advantageous for the employee to be able to move ...
Week 8 Assignment 3 - Submit HereStudents, please view the .docx
Week 8 Assignment 3 - Submit Here
Students, please view the "Submit a Clickable Rubric Assignment" in the Student Center.
Instructors, training on how to grade is within the Instructor Center.
Assignment 3: Pay, Benefits, and Terms and Conditions of Employment
Due Week 8 and worth 300 points
It is your responsibility as the HR Director of the same organization from Assignment 2 to a) create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval.
In preparation for this assignment, review the following articles on contractors vs. employees and temp workers:
·
Bier, Ellin & Tucker: Distinguishing Between Independent Contractors and Employees
·
Murray: Difference Between Independent Contractors and Employees
· “
The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed
”
Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you:
1. Create a Wage and Hour standard for the job opportunity that you had selected in Assignment 2, and support your standard by using the Fair Labor Standards Act (FLSA) and Equal Pay Act to prevent any potential discriminatory impact.
2. Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response.
3. Elaborate on two (2) rights regarding unionization that Section 7 of the NLRA guarantees. Next, examine two (2) unfair labor practices, and argue the importance of your organization refraining from using such practices during any self-organization and collective bargaining activities. Explore two (2) potential repercussions of an organization’s interference with self-organization and collective bargaining practices.
4. Propose three (3) ways to discourage employees from considering unionization. Then, compose one (1) strategy for championing a supportive and satisfying work environment within the organization.
5. Select one (1) OSHA violation case, and determine whether the resulting penalties were sufficient to deter the organization in question from repeating the same violative action. Justify your response.
6. Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization.
7. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience.
8. Use at least three (3) quality academic resources in this assignment.
Note
: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Format the PowerPoint presentation with headings on e ...
150 300 Words.docx
Two laws that have greatly impacted today's workplace are Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act of 1990. Title VII prohibits discrimination based on race, color, religion, sex or national origin, while the ADA protects the rights of people with disabilities.
Two areas of employment law that may change in the next decade are laws around flexible work arrangements and privacy issues related to technology. Flexible work laws need to adapt to accommodate remote work and virtual teams. Privacy laws also require updates for monitoring employee technology and accessing personal data.
Historical trends around increasing diversity and advocacy for equal opportunity have influenced the enactment of anti-discrimination legislation and will likely continue shaping future workplace protections.
proposal on legaly managing employee
The document discusses legally managing employees in the hospitality industry. It covers employment agreements, which are crucial for legally managing employees. Employment agreements can be written or verbal and clarify the terms of employment. The purpose of the study is to differentiate between employment agreements and employee manuals, establish a nondiscriminatory work environment, and legally manage areas like leave, compensation, and performance. The document also discusses literature on the importance of service employees and the service-profit chain concept. The methodology discusses using primary data from restaurant visits and secondary sources like websites, articles, and textbooks. The significance of understanding hospitality industry regulations to avoid legal issues is also covered.
Essay On Employee Engagement
Employee relations involves maintaining relationships that contribute to productivity, motivation and morale. A key part of employee relations is preventing and resolving workplace problems involving individuals. To develop an effective employee relations strategy, an organization should integrate job performance and training. Performance management challenges include ensuring feedback flows both to managers on organizational results and to employees on individual performance. Leadership training can help address challenges in providing objective and constructive performance feedback.
Integrity works ltd
This document provides information and services to help businesses manage their employees effectively. It discusses writing job descriptions, conducting interviews, drafting employment agreements, onboarding new employees, and conducting performance reviews. IntegrityWorks offers tools and templates to help with these processes, including for writing job descriptions, preparing for interviews, building employment contracts, and managing performance reviews. Their goal is to empower workplaces with employment knowledge and ensure compliance with relevant laws and regulations.
Integrity works ltd
This shows the structure of Integrity and the way the company operates. The products under development include interactive game style information to help small business owners get the employment stuff right
MITS4003DatabaseSystemsTakeHomeExe.docx
This document contains a summary of a legal case study assignment. It provides feedback from a faculty member on the student's performance based on various criteria. Overall, the feedback indicates areas where the student's analysis and application of concepts like disparate impact theory need further development. The faculty member asks for more citations and references in the response to fully address the analysis required. It also contains the student's paper on the legal case study, covering topics like disparate impact vs treatment, evidence of discrimination, and guidelines to avoid adverse impact.
Overall CommentsMost of highlighted content is unchanged from t.docx
Overall Comments:
Most of highlighted content is unchanged from the 2nd submission. Perhaps this isn't the draft you meant to submit? I have granted one additional attempt.
COMPETENCY: Apply human resource strategies to business needs.
CRITERION: Analyze the appropriateness of offering additional benefits.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Proficient
Analyzes the appropriateness of offering additional benefits.
Faculty Comments:
COMPETENCY: Analyze core functions of human resource management.
CRITERION: Describe key factors and decisions to make regarding base pay.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Distinguished
Describes key factors and decisions to make regarding base pay and summarizes these points.
Faculty Comments:
CRITERION: Analyze other legally required benefits for an employee.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Proficient
Analyzes other legally required benefits for an employee.
Faculty Comments:
COMPETENCY: Analyze the strategic value of human resource management within a competitive global business environment.
CRITERION: Analyze additional pay considerations for expatriate positions.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not describe additional pay considerations for expatriate positions.
Faculty Comments:
CRITERION: Describe additional key considerations in designing a compensation package for the expatriate position.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not identify additional key considerations in designing a compensation package for the expatriate position.
Faculty Comments:
COMPETENCY: Communicate effectively in a scholarly and professional manner.
CRITERION: Write in a professional style using APA citations and format with correct grammar, usage, and mechanics.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Distinguished
Writes exceptionally and in a professional style using APA citations and format, with correct grammar, usage, and mechanics that are error free.
Faculty Comments:
Overview
Develop a 3–5-page workplace harassment policy for either Java Corp. or an organization you are familiar with. Create a 6–10-slide PowerPoint presentation with speaker's notes to present the new policy and to support it with legal and strategic rationale for the selected organization's upper management.
HR professionals are often called upon to develop new workplace policies to increase an organization's effectiveness and to protect from possible legal liabilities. Creating a succinct and comprehensive presentation for organizational management and other stakeholders is a valuable skill to possess.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
· Competency 1: Apply human resource strategies to business needs.
. Develop an anti-harassment workplace policy.
· Competency 2: Analyze core functions of human resource management.
. Explain the leg ...
332Employee SelectionStockbyteThinkstockLearning .docx
33
2Employee Selection
Stockbyte/Thinkstock
Learning Outcomes
After reading this chapter, you should be able to
• Describe the critical stages of a job analysis.
• Explain why recruiting practices are important to organizations.
• Be familiar with initial screening tools for employee selection.
• Create effective employee interviews.
• Understand laws that impact employee selection practices.
• Apply positive psychology to employee selection.
you83701_02_c02_033-066.indd 33 4/20/17 4:14 PM
© 2017 Bridgepoint Education, Inc. All rights reserved. Not for resale or redistribution.
34
Section 2.1 The Importance of Employee Selection
2.1 The Importance of Employee Selection
Think about the following scenario: Your employer or favorite shopping place is experiencing
significant growth and needs to hire 20 new customer service representatives over the next
2 months. This can be an exciting time for the organization. The company is growing, and
additional employees will ensure continued growth and increased revenue. Hiring these new
employees, however, may pose some challenges. First, where will the company find qualified
candidates for the new positions, and how will it encourage them to apply for the jobs? The
company anticipates more than 200 people will apply for the 20 open positions. How will it
screen the résumés and applications so as to identify the most qualified individuals? Addition-
ally, who will conduct the interviews, and more importantly, how will the interviewers discern
which applicants have the skills and abilities to best serve the company’s customers? Finally,
how will the company ensure that each stage of the selection process is legal, ethical, and fair?
Most organizations encounter these challenges when they have to hire new employees. A
common concern is the cost of hiring, which can be very expensive. There is the cost of adver-
tising the job opening, which may include buying print ads, online ads, posting to a bulletin
board, renting a booth at a job fair, or even paying a recruitment agency. Then there are the
costs of processing the applications, screening the applicants, contacting prospective inter-
viewees, and testing and interviewing applicants. These costs include not only the time of
the organization’s HR employees and hiring managers, but also opportunity costs, or pro-
ductivity sacrificed because their time is not being spent on other productive activities. Once
an employee is selected, there are costs associated with orientation and training to get that
employee ready to perform. Because the new employee is now on the organization’s payroll,
the costs of this orientation and training phase include both the manager’s and the employ-
ee’s time and opportunity costs.
Although hiring costs are high, hiring the wrong person can be even more costly. A Harvard
University study estimated that 80% of turnover can be attributed to faulty hiring decisions
(Yager, 2016). Turnover r ...
Overall Comments Overall you made a nice start with your U02a1 .docx
This document provides feedback from a faculty member on an assignment analyzing legal and regulatory issues related to staffing management. For most criteria evaluated, the faculty member provided basic or non-performance feedback, noting the student did not sufficiently analyze the key aspects of the case such as important issues, outcome, evidence of discriminatory effects, and how guidelines help avoid issues. The faculty member recommended developing more in-depth content on the case analyzed and ensuring it is a disparate impact case. Minor errors in formatting references were also noted.
Assignment 3 Pay, Benefits, and Terms and Conditions of Employmen.docx
Assignment 3: Pay, Benefits, and Terms and Conditions of Employment
Please read the following information carefully and proceed with the assignment. I have attached my Assignment 2 Paper to follow in doing this PowerPoint Assignment.
It is your responsibility as the HR Director of the same organization from Assignment 2 to a) create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval.
In preparation for this assignment, review the following articles on contractors vs. employees and temp workers:
· “Distinguishing Independent Contractors and Employees”
· “The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed”
Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you:
1. Create a Wage and Hour standard for the job opportunity that you had selected in Assignment 2, and support your standard by using the Fair Labor Standards Act (FLSA) and Equal Pay Act to prevent any potential discriminatory impact.
2. Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response.
3. Elaborate on two (2) rights regarding unionization that Section 7 of the NLRA guarantees. Next, examine two (2) unfair labor practices, and argue the importance of your organization refraining from using such practices during any self-organization and collective bargaining activities. Explore two (2) potential repercussions of an organization’s interference with self-organization and collective bargaining practices.
4. Propose three (3) ways to discourage employees from considering unionization. Then, compose one (1) strategy for championing a supportive and satisfying work environment within the organization.
5. Select one (1) OSHA violation case, and determine whether the resulting penalties were sufficient to deter the organization in question from repeating the same violative action. Justify your response.
6. Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization.
7. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience.
8. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Format the PowerPoint presentation with headings on each slide and relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from eighteen (18) feet away. Check with y ...
Job description vs job specification
This document discusses job descriptions, job specifications, and the difference between the two. It provides details on:
- What a job description is and the typical sections it contains like job identification, duties and responsibilities, supervision, and working conditions.
- What a job specification is and the minimum qualifications it lists like physical, mental, psychological, and personal characteristics required to perform the job successfully.
- The key difference is that a job description outlines what the job duties are, while a job specification lists the minimum acceptable qualifications a person needs to have to do the job. Both are important tools that come from job analysis for selecting the right candidate for a role.
Write a page HR Management Plan Job Aid that.docx
The document provides instructions for creating a 2-3 page HR Management Plan Job Aid for CapraTek that addresses religious discrimination in the workplace. The job aid should:
1) Describe religious discrimination and its legal requirements under Title VII, covering employers' obligations to reasonably accommodate employees' religious practices.
2) Develop a general non-discrimination policy statement for CapraTek prohibiting religious discrimination.
3) Recommend training, reporting procedures, and investigations that protect both the company and employees in accordance with anti-discrimination laws.
This week we are going to participate in a.docx
This week students will participate in a debate on whether the French Revolution was worth its human cost. They will be split into two groups - one arguing yes and one arguing no. The group arguing yes will analyze an excerpt from Peter Kropotkin's book The Great French Revolution 1789-1793 to defend their position that the French Revolution was worth its significant human toll.
This week begins an overview of the Research In.docx
This document provides an overview of the research process for an academic paper. It discusses considering thesis, motive, structure, finding topics, audience, and structuring the argument with initial research. The document recommends reviewing a guide to the elements of academic writing and lists three online writing support resources as samples for additional academic support.
This week you are exploring what it means to have.docx
This week students are exploring the concept of privilege in different aspects of life. Having privilege means having some form of power through access to goods, services, education, or other resources. Those with privilege may not be aware of how they benefit from it. The document instructs students to complete a chart about their membership in dominant or subordinate groups, and to write a response addressing how privilege has shaped their life opportunities and experiences. They are asked to consider forms of privilege like race, socioeconomic status, and education.
Watch the TED Talk for Chapter 8 on Pay.docx
The document summarizes a TED Talk video about IQ and different types of intelligence. It asks the viewer to pay close attention to how the speaker defines IQ and also discusses other forms of intelligence. It prompts the viewer to consider how their own definition of intelligence compares to what was presented in the video, and whether research supports the claims made in the talk. It provides a link to the TED Talk video and instructs the viewer to write an initial post of at least 200 words discussing these topics and including a scholarly reference.
The value of diversity in groups and society is continually.docx
Diversity in groups and organizations is often debated, as it can provide both benefits and challenges, especially in the workplace where diversity awareness has changed how companies operate. Having diversity of things like background, experience and thought can strengthen a group by bringing different perspectives and ideas, though managing diversity also has complications. Diverse work teams can foster innovation but may also face communication difficulties.
The Travels of Sir John Mandeville.docx
The prompt analyzes The Travels of Sir John Mandeville, a 14th century account of the author's purported journeys around the world. It examines how Mandeville conceptualized and structured his depiction of the world, how he connected different peoples and cultures, and what criteria he used to determine inclusion and exclusion in his narrative. The prompt also considers how Mandeville's work relates to and expands upon previous historical accounts, and how his portrayal of non-European cultures fits into discussions about the inherent Eurocentrism of Western thinking. Students are asked to analyze Mandeville's text as a piece of primary evidence that provides insight into late medieval European perspectives on self and other.
This will enable you to understanding the extent to which.docx
This document discusses how social media companies have integrated into people's lives through collecting and commodifying personal user data. While Americans value privacy and freedom, technology has made these increasingly illusive as users are under surveillance through the technologies they use everyday. The document asks to identify reasons for changing attitudes about privacy invasion and discuss how awareness of surveillance affects personal behavior.
The Superfund website will have information about contaminated how.docx
The Superfund website provides information about contaminated areas, how they became polluted, and who is responsible for cleaning them up. It details the issue of contamination, the stakeholders involved including those responsible and impacted, and the effects on the local environment from specific contaminated sites. Clean-up plans are also outlined on the site.
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Letter Formatting Insert Date Insert Nam.docx
Letter Formatting
<Insert Date>
<Insert Name of Letter Recipient >
<Insert Name of Company>
<Insert Company Address>
<Insert Company Address>
<Insert Name of Letter Recipient>,
Paragraph 1…Ideas: Introduce the event, make a connection between the event and the
company, and provide a fact about either where the vent will take place or when.
______________________________________________________________________
______________________________________________________________________
Paragraph 2…Provide additional facts about the event. Examples: a GENERIC overview of
the attendees (examples: families, couples, art enthusiasts, etc.), where or when the
event will take place (whichever was not used in paragraph 1), benefits to attendees,
other exciting facts about the event.
______________________________________________________________________
______________________________________________________________________
Paragraph 3…Provide an overview of the sponsorship opportunities. Ideas: monetary
ranges, 3-4 examples of potential benefits, excitement about their potential involvement.
______________________________________________________________________
______________________________________________________________________
Paragraph 4…Finish up with a simple and professional closing. Examples: Thank you for
your time and consideration, I look forward to speaking with you soon, I will be in touch
to answer any questions that you may have about the event.
______________________________________________________________________
______________________________________________________________________
<Insert Professional Salutation>,
<Insert Your Name>
<Insert Your Title>
MHR 6401, Employment Law 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Discuss the legal significance of the employer-employee relationship.
1.1 Identify the regulation of employer-employee relationship through applicable law and judicial
decision.
1.2 Recognize types of workers and employers, and recognize when an employment relationship
exists.
Course/Unit
Learning Outcomes
Learning Activity
1.1
Unit Lesson
Chapter 1
Unit I Article Critique
1.2
Unit Lesson
Chapter 2
Unit I Article Critique
Reading Assignment
Chapter 1: Overview of Employment Law, pp. 3–33
Chapter 2: The Employment Relationship, pp. 35–63
Unit Lesson
Whether through discussion in the workplace or through your academic work, you likely have heard of the
concept of employment at-will. At its most basic level, being employed at-will means that your employer can
terminate you without cause at any time. Likewise, you can resign your employment at any time for any
reason. The vast majority of employment relationships in the United States are at-will. When jobs are plentiful
and good workers are scarce, it is advantageous for the employee to be able to move ...
Week 8 Assignment 3 - Submit HereStudents, please view the .docx
Week 8 Assignment 3 - Submit Here
Students, please view the "Submit a Clickable Rubric Assignment" in the Student Center.
Instructors, training on how to grade is within the Instructor Center.
Assignment 3: Pay, Benefits, and Terms and Conditions of Employment
Due Week 8 and worth 300 points
It is your responsibility as the HR Director of the same organization from Assignment 2 to a) create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval.
In preparation for this assignment, review the following articles on contractors vs. employees and temp workers:
·
Bier, Ellin & Tucker: Distinguishing Between Independent Contractors and Employees
·
Murray: Difference Between Independent Contractors and Employees
· “
The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed
”
Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you:
1. Create a Wage and Hour standard for the job opportunity that you had selected in Assignment 2, and support your standard by using the Fair Labor Standards Act (FLSA) and Equal Pay Act to prevent any potential discriminatory impact.
2. Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response.
3. Elaborate on two (2) rights regarding unionization that Section 7 of the NLRA guarantees. Next, examine two (2) unfair labor practices, and argue the importance of your organization refraining from using such practices during any self-organization and collective bargaining activities. Explore two (2) potential repercussions of an organization’s interference with self-organization and collective bargaining practices.
4. Propose three (3) ways to discourage employees from considering unionization. Then, compose one (1) strategy for championing a supportive and satisfying work environment within the organization.
5. Select one (1) OSHA violation case, and determine whether the resulting penalties were sufficient to deter the organization in question from repeating the same violative action. Justify your response.
6. Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization.
7. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience.
8. Use at least three (3) quality academic resources in this assignment.
Note
: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Format the PowerPoint presentation with headings on e ...
150 300 Words.docx
Two laws that have greatly impacted today's workplace are Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act of 1990. Title VII prohibits discrimination based on race, color, religion, sex or national origin, while the ADA protects the rights of people with disabilities.
Two areas of employment law that may change in the next decade are laws around flexible work arrangements and privacy issues related to technology. Flexible work laws need to adapt to accommodate remote work and virtual teams. Privacy laws also require updates for monitoring employee technology and accessing personal data.
Historical trends around increasing diversity and advocacy for equal opportunity have influenced the enactment of anti-discrimination legislation and will likely continue shaping future workplace protections.
proposal on legaly managing employee
The document discusses legally managing employees in the hospitality industry. It covers employment agreements, which are crucial for legally managing employees. Employment agreements can be written or verbal and clarify the terms of employment. The purpose of the study is to differentiate between employment agreements and employee manuals, establish a nondiscriminatory work environment, and legally manage areas like leave, compensation, and performance. The document also discusses literature on the importance of service employees and the service-profit chain concept. The methodology discusses using primary data from restaurant visits and secondary sources like websites, articles, and textbooks. The significance of understanding hospitality industry regulations to avoid legal issues is also covered.
Essay On Employee Engagement
Employee relations involves maintaining relationships that contribute to productivity, motivation and morale. A key part of employee relations is preventing and resolving workplace problems involving individuals. To develop an effective employee relations strategy, an organization should integrate job performance and training. Performance management challenges include ensuring feedback flows both to managers on organizational results and to employees on individual performance. Leadership training can help address challenges in providing objective and constructive performance feedback.
Integrity works ltd
This document provides information and services to help businesses manage their employees effectively. It discusses writing job descriptions, conducting interviews, drafting employment agreements, onboarding new employees, and conducting performance reviews. IntegrityWorks offers tools and templates to help with these processes, including for writing job descriptions, preparing for interviews, building employment contracts, and managing performance reviews. Their goal is to empower workplaces with employment knowledge and ensure compliance with relevant laws and regulations.
Integrity works ltd
This shows the structure of Integrity and the way the company operates. The products under development include interactive game style information to help small business owners get the employment stuff right
MITS4003DatabaseSystemsTakeHomeExe.docx
This document contains a summary of a legal case study assignment. It provides feedback from a faculty member on the student's performance based on various criteria. Overall, the feedback indicates areas where the student's analysis and application of concepts like disparate impact theory need further development. The faculty member asks for more citations and references in the response to fully address the analysis required. It also contains the student's paper on the legal case study, covering topics like disparate impact vs treatment, evidence of discrimination, and guidelines to avoid adverse impact.
Overall CommentsMost of highlighted content is unchanged from t.docx
Overall Comments:
Most of highlighted content is unchanged from the 2nd submission. Perhaps this isn't the draft you meant to submit? I have granted one additional attempt.
COMPETENCY: Apply human resource strategies to business needs.
CRITERION: Analyze the appropriateness of offering additional benefits.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Proficient
Analyzes the appropriateness of offering additional benefits.
Faculty Comments:
COMPETENCY: Analyze core functions of human resource management.
CRITERION: Describe key factors and decisions to make regarding base pay.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Distinguished
Describes key factors and decisions to make regarding base pay and summarizes these points.
Faculty Comments:
CRITERION: Analyze other legally required benefits for an employee.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Proficient
Analyzes other legally required benefits for an employee.
Faculty Comments:
COMPETENCY: Analyze the strategic value of human resource management within a competitive global business environment.
CRITERION: Analyze additional pay considerations for expatriate positions.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not describe additional pay considerations for expatriate positions.
Faculty Comments:
CRITERION: Describe additional key considerations in designing a compensation package for the expatriate position.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not identify additional key considerations in designing a compensation package for the expatriate position.
Faculty Comments:
COMPETENCY: Communicate effectively in a scholarly and professional manner.
CRITERION: Write in a professional style using APA citations and format with correct grammar, usage, and mechanics.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Distinguished
Writes exceptionally and in a professional style using APA citations and format, with correct grammar, usage, and mechanics that are error free.
Faculty Comments:
Overview
Develop a 3–5-page workplace harassment policy for either Java Corp. or an organization you are familiar with. Create a 6–10-slide PowerPoint presentation with speaker's notes to present the new policy and to support it with legal and strategic rationale for the selected organization's upper management.
HR professionals are often called upon to develop new workplace policies to increase an organization's effectiveness and to protect from possible legal liabilities. Creating a succinct and comprehensive presentation for organizational management and other stakeholders is a valuable skill to possess.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
· Competency 1: Apply human resource strategies to business needs.
. Develop an anti-harassment workplace policy.
· Competency 2: Analyze core functions of human resource management.
. Explain the leg ...
332Employee SelectionStockbyteThinkstockLearning .docx
33
2Employee Selection
Stockbyte/Thinkstock
Learning Outcomes
After reading this chapter, you should be able to
• Describe the critical stages of a job analysis.
• Explain why recruiting practices are important to organizations.
• Be familiar with initial screening tools for employee selection.
• Create effective employee interviews.
• Understand laws that impact employee selection practices.
• Apply positive psychology to employee selection.
you83701_02_c02_033-066.indd 33 4/20/17 4:14 PM
© 2017 Bridgepoint Education, Inc. All rights reserved. Not for resale or redistribution.
34
Section 2.1 The Importance of Employee Selection
2.1 The Importance of Employee Selection
Think about the following scenario: Your employer or favorite shopping place is experiencing
significant growth and needs to hire 20 new customer service representatives over the next
2 months. This can be an exciting time for the organization. The company is growing, and
additional employees will ensure continued growth and increased revenue. Hiring these new
employees, however, may pose some challenges. First, where will the company find qualified
candidates for the new positions, and how will it encourage them to apply for the jobs? The
company anticipates more than 200 people will apply for the 20 open positions. How will it
screen the résumés and applications so as to identify the most qualified individuals? Addition-
ally, who will conduct the interviews, and more importantly, how will the interviewers discern
which applicants have the skills and abilities to best serve the company’s customers? Finally,
how will the company ensure that each stage of the selection process is legal, ethical, and fair?
Most organizations encounter these challenges when they have to hire new employees. A
common concern is the cost of hiring, which can be very expensive. There is the cost of adver-
tising the job opening, which may include buying print ads, online ads, posting to a bulletin
board, renting a booth at a job fair, or even paying a recruitment agency. Then there are the
costs of processing the applications, screening the applicants, contacting prospective inter-
viewees, and testing and interviewing applicants. These costs include not only the time of
the organization’s HR employees and hiring managers, but also opportunity costs, or pro-
ductivity sacrificed because their time is not being spent on other productive activities. Once
an employee is selected, there are costs associated with orientation and training to get that
employee ready to perform. Because the new employee is now on the organization’s payroll,
the costs of this orientation and training phase include both the manager’s and the employ-
ee’s time and opportunity costs.
Although hiring costs are high, hiring the wrong person can be even more costly. A Harvard
University study estimated that 80% of turnover can be attributed to faulty hiring decisions
(Yager, 2016). Turnover r ...
Overall Comments Overall you made a nice start with your U02a1 .docx
This document provides feedback from a faculty member on an assignment analyzing legal and regulatory issues related to staffing management. For most criteria evaluated, the faculty member provided basic or non-performance feedback, noting the student did not sufficiently analyze the key aspects of the case such as important issues, outcome, evidence of discriminatory effects, and how guidelines help avoid issues. The faculty member recommended developing more in-depth content on the case analyzed and ensuring it is a disparate impact case. Minor errors in formatting references were also noted.
Assignment 3 Pay, Benefits, and Terms and Conditions of Employmen.docx
Assignment 3: Pay, Benefits, and Terms and Conditions of Employment
Please read the following information carefully and proceed with the assignment. I have attached my Assignment 2 Paper to follow in doing this PowerPoint Assignment.
It is your responsibility as the HR Director of the same organization from Assignment 2 to a) create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval.
In preparation for this assignment, review the following articles on contractors vs. employees and temp workers:
· “Distinguishing Independent Contractors and Employees”
· “The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed”
Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you:
1. Create a Wage and Hour standard for the job opportunity that you had selected in Assignment 2, and support your standard by using the Fair Labor Standards Act (FLSA) and Equal Pay Act to prevent any potential discriminatory impact.
2. Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response.
3. Elaborate on two (2) rights regarding unionization that Section 7 of the NLRA guarantees. Next, examine two (2) unfair labor practices, and argue the importance of your organization refraining from using such practices during any self-organization and collective bargaining activities. Explore two (2) potential repercussions of an organization’s interference with self-organization and collective bargaining practices.
4. Propose three (3) ways to discourage employees from considering unionization. Then, compose one (1) strategy for championing a supportive and satisfying work environment within the organization.
5. Select one (1) OSHA violation case, and determine whether the resulting penalties were sufficient to deter the organization in question from repeating the same violative action. Justify your response.
6. Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization.
7. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience.
8. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Format the PowerPoint presentation with headings on each slide and relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from eighteen (18) feet away. Check with y ...
Job description vs job specification
This document discusses job descriptions, job specifications, and the difference between the two. It provides details on:
- What a job description is and the typical sections it contains like job identification, duties and responsibilities, supervision, and working conditions.
- What a job specification is and the minimum qualifications it lists like physical, mental, psychological, and personal characteristics required to perform the job successfully.
- The key difference is that a job description outlines what the job duties are, while a job specification lists the minimum acceptable qualifications a person needs to have to do the job. Both are important tools that come from job analysis for selecting the right candidate for a role.
Write a page HR Management Plan Job Aid that.docx
The document provides instructions for creating a 2-3 page HR Management Plan Job Aid for CapraTek that addresses religious discrimination in the workplace. The job aid should:
1) Describe religious discrimination and its legal requirements under Title VII, covering employers' obligations to reasonably accommodate employees' religious practices.
2) Develop a general non-discrimination policy statement for CapraTek prohibiting religious discrimination.
3) Recommend training, reporting procedures, and investigations that protect both the company and employees in accordance with anti-discrimination laws.
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Week 8 Assignment 3 - Submit HereStudents, please view the .docx
Week 8 Assignment 3 - Submit HereStudents, please view the .docx
Overall CommentsMost of highlighted content is unchanged from t.docx
Overall CommentsMost of highlighted content is unchanged from t.docx
332Employee SelectionStockbyteThinkstockLearning .docx
332Employee SelectionStockbyteThinkstockLearning .docx
Overall Comments Overall you made a nice start with your U02a1 .docx
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Assignment 3 Pay, Benefits, and Terms and Conditions of Employmen.docx
Assignment 3 Pay, Benefits, and Terms and Conditions of Employmen.docx
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