This document contains a quiz for BUS 310 Week 1 that covers topics related to human resource management, including the history and evolution of the HR field. It also includes discussion questions on various HR topics for weeks 1 through 11 of the course. Additionally, it provides information on two assignments - one on sexual harassment and another analyzing an organization. The document promotes a website for additional business classes.
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
Impact of Job Satisfaction on Employee Retention of IT Professionalsijtsrd
Human resources are the source of revenue of all types of an organization. The major challenge that organizations are facing today is not only managing these resources but also retaining them. Securing and retaining experienced employees plays an important task in any organization, because employees acquaintance and skills are vital to companies ability to be competitive cost-effectively. This paper focusing on employee satisfaction can positively impact the organization as it increases the productivity, performance, quality of work, profits & dedication to the organization, reduced turnover, superior attendance. Thus, this paper seeks to look at the impact of job satisfaction on employee retention of information technology professionals specifically the software engineers. Pavithra. P | Dr. V. M. Anitha Rajathi"Impact of Job Satisfaction on Employee Retention of IT Professionals" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd10884.pdf http://www.ijtsrd.com/management/management-development/10884/impact-of-job-satisfaction-on-employee-retention-of-it-professionals/pavithra-p
Presenting, Analysis and Interpretation of Findings Regarding Training and De...paperpublications3
Abstract: No organization has a choice of whether to train its employees or not, the only choice is that of methods. The primary concern of an organization is its viability, and hence its efficiency. There is a continuous environmental pressure for efficiency, and if the organization does not respond to this pressure, it may find itself rapidly losing whatever market share it has. Training imparts skills and knowledge to the employees in orders that they contribute to the organization’s efficiency and be able to cope with the contract pressures of changing environment. The viability of an organization depends, to a considerable extent on the skills of different employees, especially that of its managerial cadre, to align the organization successfully within its environment. Three factors have been identified which necessitate continuous training in the organization. These factors are technological advancements, organizational complexity, and Human Relations. All these factors are related to each other Example Technological advancements tend to increase the size of the organization, which increases its complexity, similarly ,increasing organizational complexity and technological advancements also a creates human Relations.
Investigating the influence of service training reward system and empowerment...csandit
The current study focuses on the investigation of the relationship between variables training,
reward, empowerment and job satisfaction of the employees and the influence of job satisfaction
on the organizational commitment. In so doing, the relationship between super pattern variables
was considered on the basis of some theoretical principles. This is a correlative study in which
the path analysis model is used, because it is possible to investigate direct and indirect paths
through such model. Population included all employees of Ilam’s telecommunications company
among whom 190 ones were selected as the sample by use of randomized sampling model. Data
was gathered using five standard questionnaires. The reliability and admissibility of the
questionnaires was evaluated by use of Coronbach’s and explorative factor analysis. In order
to test the available pattern, the path analysis technique was used. Results show that there is a
meaningful relationship between the above mentioned variables.
Emotional Intelligence (EI) is the ability to understand emotions MerrileeDelvalle969
Emotional Intelligence (EI) is the ability to understand emotions and motivations in yourself and others. Understanding how to recognize the emotions of others in different situations is a big communication tool for the manager. It is not unusual for people to fail to express what they are feeling verbally and thus leave the listener with an impression that may be false. Understanding how to read body language or facial expressions affords the manager additional knowledge as to the speakers' true stance. It helps to communicate with meaning to the words we choose. Managers that have a good understanding of EI find it especially useful in approaching conflict decision-making and coaching employees.
In your initial post focus on:
· What is EI and how can managers benefit from understanding EI?
· What role does “Active Listening” play in communication?
· How does the way you handle communication impact decision-making and efficiency in the workplace?
*Instructions*
*3 pages
*Use scholarly work
*3 References
*No Dot Com
*Prepare this assignment in the APA Style Guide.
Human Resource ManagementHuman Resource Management
Human Resource ManagementHuman Resource Management
[AUTHOR REMOVED AT REQUEST OF ORIGINAL PUBLISHER]
U N I V E R S I T Y O F M I N N E S O T A L I B R A R I E S P U B L I S H I N G E D I T I O N , 2 0 1 6 . T H I S E D I T I O N A D A P T E D F R O M A
W O R K O R I G I N A L L Y P R O D U C E D I N 2 0 1 1 B Y A P U B L I S H E R W H O H A S R E Q U E S T E D T H A T I T N O T R E C E I V E
A T T R I B U T I O N .
M I N N E A P O L I S , M N
Human Resource Management by University of Minnesota is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike
4.0 International License, except where otherwise noted.
http://creativecommons.org/licenses/by-nc-sa/4.0/
http://creativecommons.org/licenses/by-nc-sa/4.0/
http://open.lib.umn.edu/humanresourcemanagement
http://creativecommons.org/licenses/by-nc-sa/4.0/
http://creativecommons.org/licenses/by-nc-sa/4.0/
Contents
Publisher Information viii
Chapter 1: The Role of Human Resources
1.1 What Is Human Resources? 2
1.2 Skills Needed for HRM 11
1.3 Today’s HRM Challenges 16
1.4 Cases and Problems 27
Chapter 2: Developing and Implementing Strategic HRM Plans
2.1 Strategic Planning 31
2.2 Writing the HRM Plan 41
2.3 Tips in HRM Planning 49
2.4 Cases and Problems 53
Chapter 3: Diversity and Multiculturalism
3.1 Diversity and Multiculturalism 56
3.2 Diversity Plans 62
3.3 Multiculturalism and the Law 70
3.4 Cases and Problems 79
Chapter 4: Recruitment
4.1 The Recruitment Process 82
4.2 The Law and Recruitment 91
4.3 Recruitment Strategies 97
4.4 Cases and Problems 109
Chapter 5: Selection
5.1 The Selection Process 113
5.2 Criteria Development and Résumé Review 118
5.3 Interviewing 124
5.4 Testing and Selecting 132
5.5 Making the Offer 139
5.6 Cases and Problems 142
Chapter 6: Compensation and Benefits
6.1 Goals of a Compensation Plan 147
...
. propject(Part 1 Conduct a Needs Assessment)Name of Ite.docxmarilynnhoare
. propject
(
Part 1: Conduct a Needs Assessment)
Name of Item
Description of Item
Needs Assessment
Part 1: Conduct a Needs Assessment
Minipape
r
Part 2: Analyze the Data Collected and Identify Training Needs
submit the SURVEY that you create! The OTHER elements (the three levels of the needs analysis and the METHOD you select to move forward) is the second part (your mini paper is basically a running paper of the materials you have written to date-- your MINI paper must include ALL of the other elements listed here in the NEEDS assessment).
Training and development processes begin with a needs assessment. Given the economic pressures that businesses face today, it is imperative that those needs be connected to specific organizational performance issues.
There are three different forms of analysis you will need to complete.
1.
Organizational analysis
involves determining the appropriateness of training given the organization’s business strategy, its resources available for training, and support by managers and peers for training activities.
2.
Person analysis
involves (1) determining whether performance deficiencies result from a lack of knowledge, skill, or ability (a training issue) or from a motivational or work-design problem; (2) identifying who needs training; and (3) determining employees’ readiness for training.
3.
Task analysis
identifies the important tasks and knowledge, skill, and behaviors that need to be emphasized in training for employees to complete their tasks.
Hints for a Successful Needs Assessment
As you conduct your needs assessment, you may want to consider
four potential sources of information
that may help you in your analysis. Information such as employee turnover analysis, incident reports, long-range production goals, employee satisfaction studies, and physical plant layout can tell us a lot. Examples of other documents you may wish to consider include the following.
Business documents:
Key business documents can be used to determine areas of poor performance and developmental needs. Such documents may include
1.
unit productivity reports;
2.
customer satisfaction surveys;
3.
communication survey reports; and
4.
competitive analysis reports.
DUE this WEEK part 1: Organization survey:
Questionnaires can be created that probe for areas in which systems, structures, or processes are not functioning as intended. They can be used to look toward group, departmental, or individual issues.
Potential questions include the following.
Questionnaire Questions
1.
I am involved in decisions that directly affect my job.
2.
My supervisor communicates with me on a regular basis.
3.
I clearly understand what is expected of me.
4.
I am rewarded for good performance.
5.
My opinion has been asked regarding what needs to change in my work area.
6.
I understand why the decisions that affect my job are made.
7.
My supervisor gives me information that is important to me..
Week Four Learning Outcomes OMM618 Human Resources Management (MF.docxalanfhall8953
Week Four Learning Outcomes OMM618: Human Resources Management (MFG1322B)
This week students will:
1. Examine employee compensation factors, including direct financial payments and indirect payments.
2. Summarize the key attributes of a healthy ethical culture within an organization.
Readings
Read the following chapters in: A Framework for Human Resource Management:
1. Chapter 7: Compensating Employees
2. Chapter 8: Ethics and Fair Treatment in Human Resource Management
Discussions
To participate in the following Discussion Forums, go to this week's Discussion link in the left navigation:
1. Acme Manufacturing
Answer the questions to the case, "Salary Inequities at Acme Manufacturing," at the end of Chapter 7. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
2. Ethics and Organizational Culture
Answer the questions to the case, "Enron, Ethics, and Organizational Culture," at the end of Chapter 8. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
Assignments
To complete this assignment, go to this week's Assignment link in the left navigation:
Incentive Plans
Research and discuss at least two different types of incentive plans discussed in the text. Highlight the possible advantages and disadvantages of each. Find at least two articles through ProQuest that discusses incentive payment plans. Summarize your findings in a 3-5 page paper. Be sure to properly cite your resources using APA style.
Week 2 in Review
An examination of Trilogy provided insight into the complexities of various approaches to recruitment -- and the importance of incorporating recruitment into organizational strategies. From an HR perspective, the strategy involves many intra-related and inter-related aspects, such as job description, job analysis, recruitment methodologies, legal requirements, and a planned and cultivated organizational culture. It is all about Hiring Right! It is all about aligning organizational goals with individual goals to arrive at a place where work effort matches work productivity. Culture is the environment people work in, it’s the element that shapes your enjoyment, work relationship and work process. Culture is made up of values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people (Heathfield, 2011). The employees at Trilogy all share similar interests and passions about their job, which means that working as a team would not be problematic. Trilogy has created an organizational culture that represents decision making, daily work practice, stories and legends.
Heathfield, S.M (2011) Culture: Your Environment for People at Work. Retrieved on June 29, 2011, from http://humanresources.about.com/od/organizationalculture/a/culture.htm
It is important to note that organizational culture should be devel.
Impact of Job Satisfaction on Employee Retention of IT Professionalsijtsrd
Human resources are the source of revenue of all types of an organization. The major challenge that organizations are facing today is not only managing these resources but also retaining them. Securing and retaining experienced employees plays an important task in any organization, because employees acquaintance and skills are vital to companies ability to be competitive cost-effectively. This paper focusing on employee satisfaction can positively impact the organization as it increases the productivity, performance, quality of work, profits & dedication to the organization, reduced turnover, superior attendance. Thus, this paper seeks to look at the impact of job satisfaction on employee retention of information technology professionals specifically the software engineers. Pavithra. P | Dr. V. M. Anitha Rajathi"Impact of Job Satisfaction on Employee Retention of IT Professionals" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-3 , April 2018, URL: http://www.ijtsrd.com/papers/ijtsrd10884.pdf http://www.ijtsrd.com/management/management-development/10884/impact-of-job-satisfaction-on-employee-retention-of-it-professionals/pavithra-p
Presenting, Analysis and Interpretation of Findings Regarding Training and De...paperpublications3
Abstract: No organization has a choice of whether to train its employees or not, the only choice is that of methods. The primary concern of an organization is its viability, and hence its efficiency. There is a continuous environmental pressure for efficiency, and if the organization does not respond to this pressure, it may find itself rapidly losing whatever market share it has. Training imparts skills and knowledge to the employees in orders that they contribute to the organization’s efficiency and be able to cope with the contract pressures of changing environment. The viability of an organization depends, to a considerable extent on the skills of different employees, especially that of its managerial cadre, to align the organization successfully within its environment. Three factors have been identified which necessitate continuous training in the organization. These factors are technological advancements, organizational complexity, and Human Relations. All these factors are related to each other Example Technological advancements tend to increase the size of the organization, which increases its complexity, similarly ,increasing organizational complexity and technological advancements also a creates human Relations.
Investigating the influence of service training reward system and empowerment...csandit
The current study focuses on the investigation of the relationship between variables training,
reward, empowerment and job satisfaction of the employees and the influence of job satisfaction
on the organizational commitment. In so doing, the relationship between super pattern variables
was considered on the basis of some theoretical principles. This is a correlative study in which
the path analysis model is used, because it is possible to investigate direct and indirect paths
through such model. Population included all employees of Ilam’s telecommunications company
among whom 190 ones were selected as the sample by use of randomized sampling model. Data
was gathered using five standard questionnaires. The reliability and admissibility of the
questionnaires was evaluated by use of Coronbach’s and explorative factor analysis. In order
to test the available pattern, the path analysis technique was used. Results show that there is a
meaningful relationship between the above mentioned variables.
Emotional Intelligence (EI) is the ability to understand emotions MerrileeDelvalle969
Emotional Intelligence (EI) is the ability to understand emotions and motivations in yourself and others. Understanding how to recognize the emotions of others in different situations is a big communication tool for the manager. It is not unusual for people to fail to express what they are feeling verbally and thus leave the listener with an impression that may be false. Understanding how to read body language or facial expressions affords the manager additional knowledge as to the speakers' true stance. It helps to communicate with meaning to the words we choose. Managers that have a good understanding of EI find it especially useful in approaching conflict decision-making and coaching employees.
In your initial post focus on:
· What is EI and how can managers benefit from understanding EI?
· What role does “Active Listening” play in communication?
· How does the way you handle communication impact decision-making and efficiency in the workplace?
*Instructions*
*3 pages
*Use scholarly work
*3 References
*No Dot Com
*Prepare this assignment in the APA Style Guide.
Human Resource ManagementHuman Resource Management
Human Resource ManagementHuman Resource Management
[AUTHOR REMOVED AT REQUEST OF ORIGINAL PUBLISHER]
U N I V E R S I T Y O F M I N N E S O T A L I B R A R I E S P U B L I S H I N G E D I T I O N , 2 0 1 6 . T H I S E D I T I O N A D A P T E D F R O M A
W O R K O R I G I N A L L Y P R O D U C E D I N 2 0 1 1 B Y A P U B L I S H E R W H O H A S R E Q U E S T E D T H A T I T N O T R E C E I V E
A T T R I B U T I O N .
M I N N E A P O L I S , M N
Human Resource Management by University of Minnesota is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike
4.0 International License, except where otherwise noted.
http://creativecommons.org/licenses/by-nc-sa/4.0/
http://creativecommons.org/licenses/by-nc-sa/4.0/
http://open.lib.umn.edu/humanresourcemanagement
http://creativecommons.org/licenses/by-nc-sa/4.0/
http://creativecommons.org/licenses/by-nc-sa/4.0/
Contents
Publisher Information viii
Chapter 1: The Role of Human Resources
1.1 What Is Human Resources? 2
1.2 Skills Needed for HRM 11
1.3 Today’s HRM Challenges 16
1.4 Cases and Problems 27
Chapter 2: Developing and Implementing Strategic HRM Plans
2.1 Strategic Planning 31
2.2 Writing the HRM Plan 41
2.3 Tips in HRM Planning 49
2.4 Cases and Problems 53
Chapter 3: Diversity and Multiculturalism
3.1 Diversity and Multiculturalism 56
3.2 Diversity Plans 62
3.3 Multiculturalism and the Law 70
3.4 Cases and Problems 79
Chapter 4: Recruitment
4.1 The Recruitment Process 82
4.2 The Law and Recruitment 91
4.3 Recruitment Strategies 97
4.4 Cases and Problems 109
Chapter 5: Selection
5.1 The Selection Process 113
5.2 Criteria Development and Résumé Review 118
5.3 Interviewing 124
5.4 Testing and Selecting 132
5.5 Making the Offer 139
5.6 Cases and Problems 142
Chapter 6: Compensation and Benefits
6.1 Goals of a Compensation Plan 147
...
. propject(Part 1 Conduct a Needs Assessment)Name of Ite.docxmarilynnhoare
. propject
(
Part 1: Conduct a Needs Assessment)
Name of Item
Description of Item
Needs Assessment
Part 1: Conduct a Needs Assessment
Minipape
r
Part 2: Analyze the Data Collected and Identify Training Needs
submit the SURVEY that you create! The OTHER elements (the three levels of the needs analysis and the METHOD you select to move forward) is the second part (your mini paper is basically a running paper of the materials you have written to date-- your MINI paper must include ALL of the other elements listed here in the NEEDS assessment).
Training and development processes begin with a needs assessment. Given the economic pressures that businesses face today, it is imperative that those needs be connected to specific organizational performance issues.
There are three different forms of analysis you will need to complete.
1.
Organizational analysis
involves determining the appropriateness of training given the organization’s business strategy, its resources available for training, and support by managers and peers for training activities.
2.
Person analysis
involves (1) determining whether performance deficiencies result from a lack of knowledge, skill, or ability (a training issue) or from a motivational or work-design problem; (2) identifying who needs training; and (3) determining employees’ readiness for training.
3.
Task analysis
identifies the important tasks and knowledge, skill, and behaviors that need to be emphasized in training for employees to complete their tasks.
Hints for a Successful Needs Assessment
As you conduct your needs assessment, you may want to consider
four potential sources of information
that may help you in your analysis. Information such as employee turnover analysis, incident reports, long-range production goals, employee satisfaction studies, and physical plant layout can tell us a lot. Examples of other documents you may wish to consider include the following.
Business documents:
Key business documents can be used to determine areas of poor performance and developmental needs. Such documents may include
1.
unit productivity reports;
2.
customer satisfaction surveys;
3.
communication survey reports; and
4.
competitive analysis reports.
DUE this WEEK part 1: Organization survey:
Questionnaires can be created that probe for areas in which systems, structures, or processes are not functioning as intended. They can be used to look toward group, departmental, or individual issues.
Potential questions include the following.
Questionnaire Questions
1.
I am involved in decisions that directly affect my job.
2.
My supervisor communicates with me on a regular basis.
3.
I clearly understand what is expected of me.
4.
I am rewarded for good performance.
5.
My opinion has been asked regarding what needs to change in my work area.
6.
I understand why the decisions that affect my job are made.
7.
My supervisor gives me information that is important to me..
Week Four Learning Outcomes OMM618 Human Resources Management (MF.docxalanfhall8953
Week Four Learning Outcomes OMM618: Human Resources Management (MFG1322B)
This week students will:
1. Examine employee compensation factors, including direct financial payments and indirect payments.
2. Summarize the key attributes of a healthy ethical culture within an organization.
Readings
Read the following chapters in: A Framework for Human Resource Management:
1. Chapter 7: Compensating Employees
2. Chapter 8: Ethics and Fair Treatment in Human Resource Management
Discussions
To participate in the following Discussion Forums, go to this week's Discussion link in the left navigation:
1. Acme Manufacturing
Answer the questions to the case, "Salary Inequities at Acme Manufacturing," at the end of Chapter 7. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
2. Ethics and Organizational Culture
Answer the questions to the case, "Enron, Ethics, and Organizational Culture," at the end of Chapter 8. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
Assignments
To complete this assignment, go to this week's Assignment link in the left navigation:
Incentive Plans
Research and discuss at least two different types of incentive plans discussed in the text. Highlight the possible advantages and disadvantages of each. Find at least two articles through ProQuest that discusses incentive payment plans. Summarize your findings in a 3-5 page paper. Be sure to properly cite your resources using APA style.
Week 2 in Review
An examination of Trilogy provided insight into the complexities of various approaches to recruitment -- and the importance of incorporating recruitment into organizational strategies. From an HR perspective, the strategy involves many intra-related and inter-related aspects, such as job description, job analysis, recruitment methodologies, legal requirements, and a planned and cultivated organizational culture. It is all about Hiring Right! It is all about aligning organizational goals with individual goals to arrive at a place where work effort matches work productivity. Culture is the environment people work in, it’s the element that shapes your enjoyment, work relationship and work process. Culture is made up of values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people (Heathfield, 2011). The employees at Trilogy all share similar interests and passions about their job, which means that working as a team would not be problematic. Trilogy has created an organizational culture that represents decision making, daily work practice, stories and legends.
Heathfield, S.M (2011) Culture: Your Environment for People at Work. Retrieved on June 29, 2011, from http://humanresources.about.com/od/organizationalculture/a/culture.htm
It is important to note that organizational culture should be devel.
Human Services JournalThe definition of a human services agency NarcisaBrandenburg70
Human Services Journal
The definition of a human services agency is so broad that you likely visit one frequently. Go sit in the waiting room of a human services agency in your community. If you are not able to visit an agency in person, refer to one of the agencies featured in one of the optional resources for the module (Bringing Storytime to the Long Wait for Social Services or What if Our Healthcare System Kept Us Healthy?).
Bringing Storytime to the Long Wait for Social Services:https://www.kalw.org/show/crosscurrents/2013-08-14/bringing-storytime-to-the-long-wait-for-social-services
Or What if Our Healthcare System Kept Us Healthy?https://www.ted.com/talks/rebecca_onie_what_if_our_health_care_system_kept_us_healthy
Consider the following questions from the point of view of a worker at the agency and that of a client, it is important to understand the human services waiting room from the perspective of both an employee and a client in need of services. Submit your answers as a journal assignment.
1) What do you think it is like to work at the agency? What might the agency look like through the clients' eyes?
2) If you worked at the agency, what do you think your day-to-day challenges would be and why?
3) How could you suggest an improved experience or environment to support the agency's clients?
Human Resource ManagementHuman Resource Management
Human Resource ManagementHuman Resource Management
[AUTHOR REMOVED AT REQUEST OF ORIGINAL PUBLISHER]
U N I V E R S I T Y O F M I N N E S O T A L I B R A R I E S P U B L I S H I N G E D I T I O N , 2 0 1 6 . T H I S E D I T I O N A D A P T E D F R O M A
W O R K O R I G I N A L L Y P R O D U C E D I N 2 0 1 1 B Y A P U B L I S H E R W H O H A S R E Q U E S T E D T H A T I T N O T R E C E I V E
A T T R I B U T I O N .
M I N N E A P O L I S , M N
Human Resource Management by University of Minnesota is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike
4.0 International License, except where otherwise noted.
http://creativecommons.org/licenses/by-nc-sa/4.0/
http://creativecommons.org/licenses/by-nc-sa/4.0/
http://open.lib.umn.edu/humanresourcemanagement
http://creativecommons.org/licenses/by-nc-sa/4.0/
http://creativecommons.org/licenses/by-nc-sa/4.0/
Contents
Publisher Information viii
Chapter 1: The Role of Human Resources
1.1 What Is Human Resources? 2
1.2 Skills Needed for HRM 11
1.3 Today’s HRM Challenges 16
1.4 Cases and Problems 27
Chapter 2: Developing and Implementing Strategic HRM Plans
2.1 Strategic Planning 31
2.2 Writing the HRM Plan 41
2.3 Tips in HRM Planning 49
2.4 Cases and Problems 53
Chapter 3: Diversity and Multiculturalism
3.1 Diversity and Multiculturalism 56
3.2 Diversity Plans 62
3.3 Multiculturalism and the Law 70
3.4 Cases and Problems 79
Chapter 4: Recruitment
4.1 The Recruitment Process 82
4.2 The Law and Recruitment 91
4.3 Recruitment Strategies 97
4.4 Cases and Problems 109
Chapter 5: Selection
5.1 The Selection Process 11 ...
Human Resource ManagementHRM Definitions• ‘HRM invol.docxwellesleyterresa
Human Resource Management
HRM Definitions
• ‘HRM involves the productive use of people in achieving the organization’s strategic objectives and the satisfaction of individual employee needs’ (Stone 2014, p. 4).
• ‘HRM is a strategic approach to managing employee relations which emphasizes that leveraging people’s capabilities and commitment is critical to achieving sustainable competitive advantage or superior public services. This is accomplished through a distinctive set of integrated employment policies, programs and practices, embedded in an organizational and societal context’ (Bratton & Gold 2012, p. 7).
•HRM ‘refers to the policies, practices and systems that influence employees’ behavior, attitudes and performance. Many companies refer to HRM as ‘people management’. To achieve effective outcomes in terms of individual and ultimately organizational performance, these practices need to be linked with the organizational goals, or organizational strategy’ (Kramar et al 2014, p. 6).
•Human resource management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce using an array of cultural, structural and personnel techniques (Storey 2007, p. 7).
• ‘Our conception of HRM covers the policies and practices used to organise work and to employ people. In other words, HRM encompasses the management of work and the management of people to do the work’ (Boxall & Purcell 2008, p. 3).
•Work policies/practices: way the work is organised (e.g. low-discretion jobs where supervisors exercise a high degree of control).
•Employment policies/practices: manner in which firms hire and manage people, including:
•management activities in recruiting, selecting, deploying, motivating, appraising, training, developing and retaining employees
•processes for informing, consulting and negotiating with individuals/groups
•disciplinary activities, contract termination and workforce downsizing.
Critical Issue 1: Globalization
Following the recent Global Financial Crisis and associated financial problems in the EU, what might HR professionals do, both strategically and operationally, to ensure that their organizations’ HRM systems and practices are fully transparent and accountable?
Critical Issue 2: The psychological contract
What do you think has changed in Gen X and Gen Y employees’ psychological expectations of their employers, and vice versa? What do HR professionals need to do to address these new expectations?
Critical Issue 5: HR ethics
Choose a current ethical issue in organisations (for example, bribery, corruption, discrimination or harassment) and discuss its implications for HRM policies and practices.
Critical Issue 1: Terminology
What are the key terms used in the modern organisation, and what signals do they send about the intended nature of the employment relationship?
Critical Issue 2: Responsibilities
To what degree are ...
Assignment 2Please read ALL directions below before starting you.docxursabrooks36447
Assignment 2
Please read ALL directions below before starting your assignment. You may find it helpful to print a copy and cross off or highlight as you complete each expectation. Good luck!
HRMN300 Assignment 2 – Summer 2020
INSTRUCTIONS:
Please submit your assignment as an attachment in your assignments folder.
Your assignment cannot be accepted via messages, email or conferences.
You must submit to the assignment link by the due date stated in the syllabus for credit.
A missing assignment will be assigned a 0
.
Respond to all three questions below on a new, blank word processing document (such as MS Word).
Develop each answer to the fullest extent possible, discussing the nuances of each topic and presenting your arguments logically.
In addition, include citations
from the class content resources in weeks 1-6
to support your arguments.
Each answer should be robust and developed in-depth.
You are expected to demonstrate critical thinking skills as well as an understanding of the issues identified. Some questions may also require personal reflection and practical application Your responses will be evaluated for content as well as grammar and punctuation.
All writing must be your original work.
PLEASE do not copy or quote
anything
.
Sources are just that, a reference. Once you locate the information, read and interpret the data. What does it mean to you? Type your own thoughts and own words. Then,
include in-text citations to support your ideas.
This is not a research paper.
FORMAT:
o Include a Cover Page with Name, Date, and Title of Assignment.
Do not include the original question, only the question number.
Each response should be written in
complete sentences
, double-spaced and spell-checked. Use 12-point Times New Roman font with 1-inch margins on all sides. Include page numbers according to APA formatting guidelines.
In addition, you will want to include citations in APA format
at the end of each answer.
Include a minimum of 3 references for each answer. References must be from class materials.
Question 1:
Developing employees is different than training employees, though human resource functions often tend to group these activities together. Training and development are not always mutually exclusive, though they do have a different focus. Though training programs tend to be focused on improving employee performance in a current job, they may also be preparing employees for future assignments/jobs. In your own words, describe and
provide at least one example
of each of the following:
a) the difference between employee development and training programs;
b) how training programs can be used to support employee development;
c) how training and development support career planning.
Question 2:
A) Imagine that you are preparing for your first performanc.
Chapter 1Introduction to Human Resource Management.docxjoyjonna282
Chapter 1
Introduction to Human
Resource Management
Learning Objectives
After reading this chapter, you should be able to do the following:
• Explain what human resource management (HRM) is and how it relates to the manage-
ment process.
• Identify major events in the history of HRM and explain how they have shaped the current
field of HRM.
• Describe the strategic importance of HRM activities performed in the organizational
setting.
• Identify your own HRM responsibilities and challenges as an organizational participant and
decision maker.
• Define the major responsibilities of a human resources (HR) department.
• Describe the role of the legal environment in HR operations and activities.
• Define each of the major HRM functions and processes of strategic HRM planning, job
analysis and design, recruitment, selection, training and development, compensation and
benefits, and performance appraisal.
• Identify major recent trends in HRM.
1
Frances Roberts/age fotostock/SuperStock
Pre-Test Chapter 1
Pre-Test
1. HR personal credibility is one of the critical competencies required in order for HR profes-
sionals to be able to carry out their duties successfully.
a) True
b) False
2. Human resource management has been defined as:
a) managing people’s skills and talents to effectively align them with organizational
goals.
b) all decisions made by human resource departments that improve morale for
employees.
c) decisions made by human resource departments that balance the needs of the
management team and employee bargaining units.
d) decisions made by management and by employees that help reach the organization’s
goals.
3. The market value per employee of publicly traded companies in the United States can
indicate the effectiveness of HR practices on organizational performance.
a) True
b) False
4. Corporate governance refers to the relationship between managers and unions in terms
of shared corporate rights and responsibilities.
a) True
b) False
5. Which of the following is one of the HR department’s major everyday tasks?
a) Sales and operations planning
b) Supply chain management
c) Inventory accounting
d) Planning and alignment
6. Any of the following can be a reason for employees to join unions EXCEPT:
a) an employee’s personal need to make a difference in the work environment.
b) employee dissatisfaction and discomfort with the existing work environment.
c) unions’ prospective advantages.
d) a greater chance of joining an organization’s board of directors.
7. Which of the following is one of the HRM practices?
a) Union activities
b) Supply chain management
c) Benefits administration
d) Operations management
8. Taking work that used to be done within an organization and contracting it to a third
party is called:
a) globalization.
Introduction Chapter 1
b) outsourcing.
c) free trade.
d) economic shifting.
Answers
1. a) True. The correct answer can be found in Section 1.1.
2 ...
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 ...
NameDateCourse PSA Title _______________________.docxpauline234567
Name:
Date:
Course:
PSA Title: _________________________
Opening Statement:
Role of Physical Educators:
Role of Sport Leaders:
Role of Exercise Scientists:
Strategies and Steps Individuals can do:
Word count:
MGT 420 Case study #4 Presentation worksheet:
Class
Names
Overview of the Organization:
1. Provide an overview of the chosen organization.
2. Justify the choice of the organization.
·
Why this organization?
3. Identify the change needed and how the issue has impacted the organization (
why is this a significant problem).
Good place to have a citation on both the slides + note pages
Organizational Subsystems in Need of Change Within the Organization:
1. Identify three of the subsystems in the organization that relate to the needed change that was identified.
2. Of the three subsystems chosen, identify the main subsystem that failed and led to the problem.
3. Provide a justification or explanation for choosing the main subsystem for change.
Remember an individual is not a subsystem, a department would be an example of a subsystem.
What is this the main subsystem (subsystem 1) and why?
Good place to have a citation on both the slides + note pages
Sub system 2
Sub systems 3
Impact of the Proposed Change on Two Other Organizational Subsystems:
1. Discuss how the proposed change will affect the other two subsystems identified.
2. Discuss any system realignment that may result from the changes proposed.
Explain how the change in the main sub system (subsystem 1) affect the other 2 sub-systems?
How will subsystem 2 change
How will subsystem 3 change
Subsystem Comparison to Another Organization:
1. Compare the chosen subsystem for change to the same subsystem in a different organization. The subsystem chosen should be from an organization that is successful in the area of change being proposed. Provide justification.
Compare the main sub system (subsystem 1) in your chose organization to the same sub system in a comparison organization
Good place to have a citation on both the slides + note pages
Satisfaction of Three Stakeholders:
1. Identify any three stakeholders in the organization affected by the proposed change.
2. Explain how the proposed change will satisfy each of the three stakeholders identified.
Identify 3 Stakeholders and how the change will affect them
Stakeholder 1 (and how they will be affected)
Stakeholder 2 (and how they will be affected)
Stakeholder 3 (and how they will be affected)
Good place to have a citation both the slides + note pages
Ethical and Social Responsibility
What does the organization’s website state about their view on ethics? Does the organization's published view on ethical standards conform to or differ from their practice(s)? Use the “
Four views of Ethics” to compare the published versus practiced ethical behavio.
1 The course project is a strategic management plan for an organiz.docxjeremylockett77
1 The course project is a strategic management plan for an organization of your choosing (Intel). Please read the Course Project - Introduction page in this module before attempting this assignment. Now it's time to select a company that you'd like to use for the course project. It's important that you choose a company that is easily researched. You're going to need to find information on their current business practices and makeup. That can be very hard to do with small local businesses, but easier with larger publicly traded companies. It's also important to choose a company that you're interested in and want to learn about. This will make the project more engaging.
For the first part of your assignment this week, write a paper that's at least a page in length and completes the following:
· Identify a company for which you wish to develop a strategic management plan. You may wish to conduct some preliminary research to help you understand a little more about the company you chose. Intel is the company we are using
· Provide a brief description of the company including what they do, what they're known for, and their reputation within the current business environment.
· Provide your reasons for selecting this company. Be thorough and specific with your explanation.
2 The next phase of your strategic management plan will require you to research your company's history and existing strategic goals. Before we can make major improvements to the business, we first have to understand where they came from and what they're currently trying to accomplish. Use reliable business sources, the company website, and any traditional appropriate sources to gather as much background information that you can. For the second part of your assignment this week, write a paper that's at least two pages in length and addresses the following:
· Detail the history of the business. Explain how they got their start but focus mostly on how their business has changed over the last 15 years. Provide a picture of how they adapt to change and any major obstacles that they've had to overcome.
· Include some information on the top executives at the company and the role that they've played in those last 15 years.
· Provide the company's existing mission statement and code of ethics. In what way do they articulate their ethical practices through policies and public outreach and why is this important?
· Identify two areas of concern ethically and explain those choices. Make sure to discuss why you feel that are areas of ethical concern. Think critically about where your chosen company has the potential for ethical dilemmas. For example, an accounting firm would be concerned with fraud.
· Rewrite your company's mission statement. The idea is to provide clarity and set the new strategic direction that you think the company should be moving towards. Include a paragraph explaining the changes that you've made and why.
Be sure to document your sources using APA notation. Information o ...
Similar to BUS 310 Education Organization / snaptutorial.comBus 310 (20)
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
How libraries can support authors with open access requirements for UKRI fund...
BUS 310 Education Organization / snaptutorial.comBus 310
1. BUS 310 Week 1 Quiz 1
For more classes visit
www.snaptutorial.com
BUS 310 Week 1 Quiz 1
1. One of the first factors that increased the importance of human
resource management was
2. The human resource function in organizations today
3. A large computer chip manufacturer has just hired another firm
to perform its applicant background checks. Which of the following is
likely part of this process?
4. A small restaurant is concerned about increasing worker
productivity and tries to better structure its jobs to maximize output and
service delivery. The restaurant is likely using some of the principles
discussed in
5. Early research determining that individual and group behavior
was important to organizations involved the
6. The basic notion of the human relations movement was that
7. In the 1930s and 1940s, units within a company that dealt with
employees' behavioral challenges and issues were called
8. During the 1950s and 1960s, all of the following developed
within the field of human resource management EXCEPT
9. The 1964 Civil Rights Act made it illegal for corporate managers
to make decisions based on all of the following EXCEPT
2. 10. ____ include all individuals who gain knowledge and utilize the
information effectively to enhance the organization.
11. A human resource management system integrates which of the
following functions?
12. All of the following researchers contributed to the early growth
of the human resource function EXCEPT:
13. Which of the following is NOT one of the four basic goals of the
human resource management function as discussed in the text?
14. Which of the following activities MOST directly relates to the
basic HRM goal of facilitating organizational competitiveness?
15. Genevieve, a human resource staff member, has the task of
investigating employee complaints about civil rights violations at work.
Which of the goals of HR management is Genevieve working on?
16. Adam is a project manager in the human resources department of
Intel, the U.S. semiconductor manufacturer. Adam says, "I work on
issues ranging from dependent care to work/life benefits. I work with
employees to better understand their needs and to help design programs
for them." Which of the fundamental goals of HR management is Adam
working on?
17. Which of the following would typically be considered a staff,
rather than a line, manager?
18. HR activities are typically carried out by
19. The goals of human resource management typically include all of
the following activities EXCEPT
20. The managers who are directly involved in creating goods and
service are known as
21. Who would typically have responsibility for carrying out human
resource activities in a small, independent business?
22. Which of the following is NOT a specific requirement for being
a successful human resource manager?
23. A ____ involves the set of expectations about the exchanges that
occur between employees and employers.
24. A sporting goods retail company hires another firm to manage all
of its payroll functions. This process is known as:
3. 25. As the human resource field becomes more professional, more
HR managers are acquiring the Human Resource Certification Institute
(HRCI) credential. Which organization was instrumental in establishing
that credential?
26. The modern term used to describe the management of people is
27. Both the military and its suppliers became more interested
person-job matching during
28. The HRCI offers several certifications, including all of the
following EXCEPT the
29. The widespread use of ____ has affected how HR systems are
delivered.
30. Following the requirements of the American Disabilities Act
falls under which particular goals of HR?
31. Refer to Scenario 1.1. Mr. See appears to be influenced by which
era of management?
32. Refer to Scenario 1.1. In recognizing that training, selection, and
compensation procedures are all interrelated, Mr. See recognizes human
resource management as a
33. Refer to Scenario 1.1. The career planning and fitness programs
provided to A-OK employees help fulfill which fundamental goal of
human resource management?
34. Refer to Scenario 1.1. Who is likely to be responsible for the
human resource management function in an organization of this size?
35. Refer to Scenario 1.1. Should Mr. See be worried about the
ability of his human resource staff to effectively cope with the changes
that are needed in that function?
************************************
BUS 310 Week 1to 11 All DQs
For more classes visit
4. www.snaptutorial.com
Week 1
Please respond to the following:
The goal of HRM is to maximize the productivity of an organization by
optimizing the effectiveness of employees while simultaneously
improving the work life of employees and treating them as valuable
resources. What do you believe the HR department at your company, or
company you’ve worked for in the past, has done to achieve those goals?
Week 2
Based on your experience and Chapter 2 in your textbook, select the
compliance issue that you believe is the most challenging for an average
HR department. Provide a rationale for your response. Then, respond to
at least one (1) of your classmates who chose a different challenge and
try and persuade them to your way of thinking.
Week 3
Watch the video titled “Fruit Guys ─ Strategy,” located in Week 3 of
your Blackboard course. Identify two or three (2-3) businesses that could
use the five (5) questions the Fruit Guys used to determine effectiveness.
Provide a rationale for your answer. Pick an organization with which
you have familiarity. Then do a competitive environmental scan for that
organization. Assess how the competitive environment for the company
you researched affects the HR function for the organization. Determine
which strategy would be best suited to address the effects discussed.
Week 4
5. Top of Form
Why is it important to look at both the manager and the employee point
of view when engaging in human resource planning, and how can this
information be used as a source of strategy?
Bottom of Form
Week 5
Watch the video titled “Scripps,” located in Week 5 of your Blackboard
course. From the video, isolate one (1) of the many aspects of the
Scripps recruitment and interview process that could be most attributable
to Scripps’ ample supply of registered nurses when there is a nursing
shortage across the country. State how you could apply this aspect at
your current (or former) place of work.
Week 6
Discussion Please respond to the following: Choose whether you believe
a company should hire for diversity or the best qualified individual.
Explain your rationale. Determine how your current (or future) place of
work could benefit from a diverse workforce.
Week 7
Take a position on the following: A lousy performance appraisal system
or process is better than not giving employees any type of performance
appraisal. Support your position with evidence or examples.
Week 8
With the increasing use of technology in the workplace, determine if
workplace security is getting easier or more difficult for organizations to
manage. Support your response with evidence or examples.
Week 9
6. Determine whether ability or motivation is more important in selecting
the right person for the right job. Explain your rationale.
Week 10
Assess the challenges of managers providing accurate, timely, and
effective feedback to employees. Recommend how managers can
overcome any two (2) of the challenges you identified. Of the concepts
covered in the textbook chapter, determine which, if implemented well,
would have the greatest impact on an organization. Provide a rationale
with your response.
Week 11
Imagine you are at a party where you have to describe what human
resource management is all about. Provide a brief summary to your
fellow partygoers.
************************************
BUS 310 Week 2 Assignment 1 HR Management
(Sexual Harassment) (2 Papers)
For more classes visit
www.snaptutorial.com
This Tutorial contains 2 Papers of this Assignment
7. Imagine you are the HR manager at a company, and an employee came
to you upset because she felt a male co-worker had sexually harassed her
by repeatedly asking her out on dates even after she said “no.” What
would you do?
Write a one (1) page paper in which you:
Formulate the conversation you would have with the employee, based
the concepts found in Chapter 2 in your textbook.
Summarize the conversation you would have with the employee’s male
co-worker, based on the concepts found in Chapter 2 of your textbook.
Format your assignment according to the following formatting
requirements:
Typed, double spaced, using Times New Roman font (size 12), with
one-inch margins on all sides.
Include a cover page containing the title of the assignment, your name,
your professor’s name, the course title, and the date. The cover page is
not included in the required page length.
The specific course learning outcomes associated with this assignment
are:
Explain the human resource management process, its role in supporting
the overall organizational strategies, and the various functions involved
in human resource management.
Explain the key provisions of major government legislation affecting
human resource management, including equal employment opportunity,
affirmative action, health and safety, and labor relations.
Use technology and information resources to research issues in human
resource management.
Write clearly and concisely about human resource management using
proper writing mechanics.
************************************
BUS 310 Week 2 Quiz 2
8. For more classes visit
www.snaptutorial.com
BUS 310 Week 2 Quiz 2
1 ) The Fair Labor Standards Act legislates such issues as:
2) The Occupational Safety and Health Act
3 ) Titleist makes most of the golf clubs it sells to U.S. buyers in China,
where the average hourly wage is the equivalent of less than $1 per hour.
Under the provisions of the Fair Labor Standards Act, Titleist
4 ) The Drug-Free Workplace Act of 1988 was passed to
5 ) Which of the following would probably NOT be covered by the
Americans with Disabilities Act?
6 ) Executive Order 11478 requires that federal contractors receiving
more than ____ must have affirmative action plans.
7 )The basic premise of OSHA is that each employer must provide a
workplace that is safe for employees, which is known as the
8 ) Which labor law was passed to regulate union actions and internal
affairs related to employee representation, shifting some power away
from unions?
9 ) The Privacy Act of 1974 ensures that
10 ) ____ was passed to protect employee safety.
9. 11 ) The Family Medical Leave Act requires employers to provide
which of the following for employees under certain emergency
circumstances?
12 ) The ____ established the workweek in the United States as 40 hours
per week.
13 )Quid pro quo sexual harassment typically involves
14 ) Alpha-Beta Company closed a plant and laid off 100 workers, who
each made $100 per day in pay and benefits. The closing was announced
by company managers on April 1 and took place 30 days later. Under
the provisions of the Worker Adjustment and Retraining Act of 1988
(WARN), Alpha-Beta must pay a penalty of
15 ) Title VII of the 1964 Civil Rights Act makes illegal discrimination
based on
16 )Which international staffing model is typified by an organization
using many host-country nationals to staff a variety of positions at many
levels?
17 ) John prefers to work by himself on projects and avoids group work
that requires him to monitor the actions of others. He would score highly
on the ____ dimension of Hofstede's model of culture.
18 ) Locating a facility in a relatively underdeveloped area will impact
all of the following human resource activities EXCEPT
19 ) What aspect of international business do NAFTA and the EU
represent?
20 ) When a company hires host-country nationals to staff foreign
locations in underdeveloped countries, it must often
10. 21 ) Under which international strategy will several companies agree to
cooperate for mutual benefit?
22 ) What is the term used when a company lets a foreign firm make
and/or distribute its products in a local market?
23 ) Which of the following trends is NOT true of developed nations
today (such as the United States, Japan, the United Kingdom, and so
on)?
24 )What is an advantage of direct investment in another country?
25 ) Under which two approaches to international business will the
human resource function be LEAST affected?
26 ) No outplacement firms exist in several Middle Eastern countries
because the religion of Islam specifies that individuals should not benefit
financially from other people's misfortunes. This cultural factor pertains
to what type of difference?
27 ) Which of the following is an accurate statement about labor unions
outside the United States?
28 ) Which industrialized nation emerged as the only intact major power
after World War II?
29 ) Repatriation occurs when a(n)
30 )Prakash is a human resource manager for an Indian company that is
building a manufacturing plant in Singapore. The plant will be staffed
with Indian managers and local workers. Which advice would NOT be
appropriate for Prakash?
************************************
BUS 310 Week 3 Quiz 3
11. For more classes visit
www.snaptutorial.com
BUS 310 Week 3 Quiz 3
1 ) Which of the following was NOT identified as an organizational
component affecting the formulation and implementation of human
resource strategy?
2 ) What is a psychological contract?
3 ) When Hershey family interests considered selling their Hershey
Foods stock in 2001, employees were outraged. They felt betrayed and
were angry and pessimistic. Which individual or interpersonal process
was interfering with implementation of Hershey's strategy?
4 ) When a company decides to own and operate several separate
companies, which strategy is being employed?
5 When organizations are downsizing the number of employees in
the hierarchy, this usually involves a ____ strategy.
6 Which adaptation model of business strategy is characterized by
ignoring the environment?
7 The Home Depot is following an overall strategy of growth. It's
the fastest-growing retailer in history, opening a new store every 43
hours. Which of the following actions is Home Depot NOT likely to use
as it implements its strategy?
8 An organization made up of various businesses similar in the
products or services they provide is pursuing which type of strategy?
9 The process of handling union issues and challenges is called
12. 10 An individual's reactions to environmental factors that present
excessive demands is called
11 Companies that view their human resource function as a strategic
asset should NOT evaluate HR effectiveness by investigating
12 Yum Brands began with three businesses: Pizza Hut, Taco Bell,
and Kentucky Fried Chicken. Since its founding, the company has
acquired other fast-food firms, including Long John Silver's and A&W.
Which type of organization design would be most appropriate for Yum's
strategy?
13 The set of factors that prompt people to perform work at high levels
is called
14 The organization's ____ is the basic reason for existence.
15 The principles and beliefs that shape what employees think about
a company is called
************************************
BUS 310 Week 4 Assignment 1 Organizational
Analysis
For more classes visit
www.snaptutorial.com
Assignment 1: Organizational Analysis
Due Week 4 and worth 250 points
13. Select an organization (be sure to have your instructor’s approval by
Week 3 before starting this assignment) in which you are familiar, if
only as a regular patron.
Write a six to eight (6-8) page paper in which you:
Describe the organization, what it does, the customers it serves, and its
size.
Research the organization’s mission statement. Discuss the role HR will
play (or does play) in fostering the organization’s mission statement.
Assess the common HR challenges facing this organization (e.g., high
turn-over, low wages, lack of skilled workers, etc.). Recommend an HR
strategy you would implement to overcome the challenges assessed.
Determine how effective your recommendation above will be to making
the organization more competitive.
Use at least three (3) quality resources in this assignment.Note:
Wikipedia and similar Websites do not qualify as quality resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with
one-inch margins on all sides; citations and references must follow APA
or school-specific format. Check with your professor for any additional
instructions.
Include a cover page containing the title of the assignment, the student’s
name, the professor’s name, the course title, and the date. The cover
page and the reference page are not included in the required assignment
page length.
The specific course learning outcomes associated with this assignment
are:
Explain the human resource management process, its role in supporting
the overall organizational strategies, and the various functions involved
in human resource management.
Analyze business strategy to identify human resource requirements and
formulate supporting HRM plans that can improve productivity and
contribute to the firm’s competitiveness.
Use technology and information resources to research issues in human
resource management.
14. Write clearly and concisely about human resource management using
proper writing mechanics
************************************
BUS 310 Week 4 Quiz 4
For more classes visit
www.snaptutorial.com
BUS 310 Week 4 Quiz 4
1
When an individual seeks additional training and education to
improve her or his ability to find work, this is called:
2
The third step in job analysis involves
3
When an organization attempts to forecast the supply of and
demand for human resources, this is called
4
Anuj looks at a job analysis that reports scores on various items,
organized into areas called "Information inputs," "Mental processes,"
"Relationships with other people," and so on. The scales tell how
frequently those areas are used in the job, how important they are to the
job, and other measures. Anuj is looking at a job analysis that was based
on
15. 5
Which of the following would be a competency, as described in
the text?
6
The first step in job analysis involves
7
When Hank needed to write a job analysis for a court reporter, he
used the O*NET online database. One section of the information stated,
"Court reporters ask speakers to clarify statements, file a legible
transcript of records, verify accurate transcripts, and record depositions."
This information is part of the job's
8
A national hotel chain established a plan that describes how top
managers will be promoted throughout the organization over time. This
is called
9
The percentage of individuals looking for and available for work
who are not currently employed is called the:
10
What is involved in the task analysis inventory method?
11
Organization try to develop job ____ when planning for human
resources, which are groups of jobs that are similar.
12
A small management-consulting firm experiences a tremendous
boost in business in one year and must hire many new professional
16. employees to provide services to its new customers. This business is
likely following a ____ strategy.
13
Which of the following would be included in a job specification
for an administrative assistant?
14
Which of the following is an accurate statement?
15
When being interviewed during the gathering of job analysis
data, which type of individual may provide exaggerated information
about a job's complexity or importance?
16
Which of the following is NOT a critical dimension of
procedural justice?
17
Tom, one of Pino's employees, is failing to perform to standard.
Pino wants to use progressive discipline to change Tom's behavior.
What should Pino do the next time he observes Tom's failure to
perform?
18
Sally's boss Kim had to choose which workers to lay off. Sally
felt that Kim did not handle the situation professionally because she
announced who would be laid off in front of all the employees in a
meeting, which embarrassed some workers. In this situation, Sally
perceives
19
Which of the following disciplinary problems is MOST likely to
lead to immediate termination?
20
17. Which of the following strategies would likely be MOST
effective in allowing a high-tech company to retain its engineers and
computer scientists for an extended period of time?
21
What is the term for the ability of an employer or employee to
terminate an employment relationship at any time?
22
Following a bankruptcy in 2003, Air Canada laid off thousands of
employees, approximately 10 percent of its workforce. Which of the
following is NOT one of the likely outcomes for Air Canada?
23 A shock, or profound event, can sometimes cause turnover if the
24 Today, there is a severe shortage of nurses in some medical
specialties, and hospitals are working hard to retain their current nursing
staff. What would be MOST effective in retaining nurses?
25 Which type of justice refers to beliefs about the fairness of the
processes utilized to determine consequences?
26
Guo-Ping would like to take action to stop a recent decline in
profits and stock price at his firm. What strategy would you recommend
to Guo-Ping?
27 Which of the following statements is MOST accurate in
describing the outcomes of downsizing?
28 Voluntary turnover occurs when
29 Allison often stays at work after hours to help fellow coworkers with
their training and tasks; this is known as
18. 30 Andy tries to be fair to his employees but does not tolerate
lateness. Will, one of his employees, reported to work late one day
because he had a car wreck, the first tardy since he was hired over a year
ago. Andy decided to give Will a written warning to make an example
for the other employees. Will felt that he did NOT receive ____ justice.
************************************
BUS 310 Week 5 Assignment 2 New Hires (2
Papers)
For more classes visit
www.snaptutorial.com
Assignment 2: New Hires
Due Week 5 and worth 125 points
Imagine you are the HR manager at a company. You need to hire three
(3) new people. One employee will work at the front desk as a customer
service assistant, and the other two (2) will work on the production line.
Give at least five (5) places you would recruit for each position and
explain why each place would be a viable option.
Write a one (1) page paper in which you:
Select at least five (5) places you would recruit for a customer service
assistant and at least five (5) places you would recruit for production line
workers.
Explain why each place you selected would be a viable option for
recruiting employees.
Format your assignment according to the following formatting
requirements:
19. Typed, double spaced, using Times New Roman font (size 12), with
one-inch margins on all sides.
Include a cover page containing the title of the assignment, your name,
your professor’s name, the course title, and the date. The cover page is
not included in the required page length.
The specific course learning outcomes associated with this assignment
are:
Analyze effective recruiting and selection strategies that can be used to
meet organizational requirements.
Use technology and information resources to research issues in human
resource management.
Write clearly and concisely about human resource management using
proper writing mechanics.
************************************
BUS 310 Week 5 Quiz 5
For more classes visit
www.snaptutorial.com
BUS 310 Week 5 Quiz 5
1 Which of the following would NOT be considered an advantage
of internal recruiting?
2 Gathering applicant information is part of which step of the
selection process?
20. 3 If an organization wants to assess whether an applicant can
actually perform a particular job, which selection technique would
BEST provide this assessment?
4 At which step in the selection process is information gathered about
the candidates?
5 Which of the following would be considered an important
organizational goal in recruiting efforts?
6 Which of the following would be considered an advantage of
external recruiting?
7 Kraft Foods, which makes and distributes grocery products, uses
online recruiting for sales personnel. On its website, Kraft says, "A Sales
Representative distributes, sells, and promotes Kraft products. You are
the primary link with retail customers and consumers. You execute
company promotions, meet inventory needs, and monitor the
competition within your region. Most of your time is spent problem
solving with your customer to create a win-win solution." Which of the
following goals of recruiting is Kraft trying to meet with this statement?
8 An organizational recruiter tells prospective recruits that her company
is active in environmental affairs. What is the recruiter doing?
9 Which of the following statements would be MOST appropriate
as part of a realistic job preview for the job of restaurant waiter?
10 Judd is a human resource manager responsible for creating a pool
of qualified applicants from which his employer can choose. Judd is
involved in human resource
11 The second step in the selection process is to
12 Which of the following external recruiting techniques is MOST
associated with the goal of finding jobs for unemployed individuals?
21. 13 Which of the following is a disadvantage of internal recruiting?
14 ____ enable recruiting to utilize both internal and external
perspectives.
15 The number years spent working in a profession is an example of
which of the following basic selection criteria?
************************************
BUS 310 Week 6 Assignment3 Diverse Workforce
(2 PPT)
For more classes visit
www.snaptutorial.com
Assignment 3: Diverse Workforce
Due Week 6 and worth 125 points
Imagine that you work for a company with an age diverse workforce.
You have baby boomers working with millenials. Their backgrounds are
different, and how they view work is different. This is causing some
friction within the workforce. Before the tension escalates, you need to
have a meeting to discuss the issue. Prepare a five to seven (5-7) slide
PowerPoint presentation for your staff meeting that addresses this issue
and proposes a solution.
22. Create a five to seven (5-7) slide PowerPoint presentation in which you:
1. Propose a solution that will relieve friction in your company’s age
diverse workforce.
2. Format your assignment according to the following formatting
requirements:
a. Format the PowerPoint presentation with headings on each slide and
at least one (1) relevant graphic (photograph, graph, clip art, etc.).
Ensure that the presentation is visually appealing and readable from up
to 18 feet away. Check with your professor for any additional
instructions.
b. Include a title slide containing the title of the assignment, your name,
your professor’s name, the course title, and the date.
The specific course learning outcomes associated with this assignment
are:
•Explain effective approaches to the broad spectrum of employee
relations, including career development, fostering ethical behavior,
discipline, labor relations, and dismissals.
•Use technology and information resources to research issues in human
resource management.
•Write clearly and concisely about human resource management using
proper writing mechanics.
Click here to view the grading rubric for this assignment
************************************
BUS 310 Week 6 Quiz 6
For more classes visit
www.snaptutorial.com
23. BUS 310 Week 6 Quiz 6
1 Which law requires employers to treat people of different
religions and national origins fairly in the workplace?
2 The creativity argument suggests that more diverse organizations
will be more competitive because they will
3 Sung says, "My employer assigns a mentor to each new hire.
Employees can discuss racial or sexual harassment issues with the
mentor in confidentiality. If there is any wrongdoing, my employer's
rules require a thorough investigation." Sung's employer is using which
organizational strategy for dealing with diversity?
4 The problem-solving argument suggests that more diverse
organizations will be more competitive because they will
5 Diversity always involves
6 Andy, a director of human resource management with a
restaurant firm says, "Diversity in our organization results in higher job
performance and lower turnover." Andy is using which argument to
justify how diversity contributes to competitiveness?
7 The process by which a company adapts to its environment is called
8 Which of the following BEST represents a multicultural
organization?
9 Which of the following is the BEST definition of empathy?
10 For which of the following characteristics must employers make
reasonable accommodations?
24. 11 John, a corporate accountant in a large computer manufacturing
firm, celebrates Cinco de Mayo with his family every year because of
his
12 Which of the following is NOT true about older workers?
13 The systems flexibility argument suggests that more diverse
organizations will be more competitive because they will
14 Sometimes managers must realize that individual differences
cause employees to act in very different ways, which suggests that
workers cannot all be treated similarly. Which of the following is the
BEST individual strategy for dealing with this issue?
15 Which of the following kinds of treatments play a role in diversity
management?
16 An aspect of a job for which an organization is willing to provide
compensation is called a
17 Organizations are MOST likely to be able to pay below-market
compensation rates in an area with
18 Jorge, a supervisor for a large luxury hotel, compared his salary
to other supervisors in the same organization. He found that his base pay
was about 25 percent less than other individuals in similar supervisory
jobs. Jorge is experiencing
19 A special program that helps employees with drug or alcohol
problems is called a(n)
20 Which mandated employee benefit is designed to provide a basic
subsistence payment to employees between jobs?
25. 21 ____ refers to all of the pay and benefits provided to employees
for the completion of work.
22 A special program that helps prevent employee sickness is called
a(n)
23 What is the general method used to determine the relative value
or worth of jobs to an organization?
24 A program that allows employees to select the benefits they want
is called a(n)
25 All of the following are nonmandated benefits except:
26 The job evaluation system that results in a number of job grades
is called
27 Information used to assess external equity is likely collected with
28 When Piccadilly Cafeterias filed for bankruptcy protection in the
fall of 2003, its pension fund did not have enough assets to cover
expected future payments. Which law ensures that retirees will receive
their pensions as promised?
29 Which of the following is NOT a mandated benefit?
30 How does the United States rank in terms of the cost of
benefits relative to that of other countries around the globe?
BUS 310 Week 7 Quiz 7
For more classes visit
26. www.snaptutorial.com
BUS 310 Week 7 Quiz 7
1 The following item appears on a student evaluation form, to
assess a student's preparation outside of class. What type of performance
appraisal is represented by this example?
2 Andy, a regional manager for an office supply retail company, must
formally evaluate each one of his immediate employees every year. This
process is known as
3 Which career stage may involve individuals' viewing work as less
important and nonwork activities as more important?
4 The role of the rater in the performance appraisal process
includes all of the following EXCEPT
5 Which of the following is NOT considered one of the responsibilities
of the organization in the performance appraisal process?
6 Which of the following factors could impact a supervisor's
motivation, rather than ability, to provide a meaningful performance
appraisal?
7 The type of error that involves giving low ratings to all employees by
using unrealistically high standards is called:
8 Which of the following is NOT a true statement regarding the
individual perspectives on careers?
.
9 Which method of performance appraisal involves grouping
employees into frequencies of performance evaluations?
27. 10 Which type of performance appraisal rating method focuses on
particularly good or bad performance?
11 Which of the following was NOT given as a reason for the
importance of performance appraisal?
12 A ____ method of performance appraisal involves directly
assessing each employee next to other employees.
13 At Lorenzo's workplace, the performance appraisal process
includes measurements of organizational citizenship behaviors, such as
volunteering for unpleasant tasks and helping new employees socialize
into the work team. Lorenzo's employer is
14 Which career stage may involves individuals' analysis of their
own competences and skills.
15 When a rater compares people against one another instead of
using a set standard, which type of error is the rater exhibiting?
16 The process of dealing with individuals in a company who are
represented by a union is called:
17 Which of the following is NOT one of the reasons that labor unions
oppose the use of prison labor?
18 In negotiating a labor agreement, the union has decided that a
pay raise of $1 per hour for every employee is the minimum they will
accept. If they are offered less than that, they will strike. This amount is
called the
19 Which of the following types of arbitration gives the parties the
MOST incentive to reach a settlement on their own?
20 Which of the following is NOT a mandatory subject of collective
bargaining?
28. 21 Which of the following acts required labor unions to bargain with
management in good faith?
22 Which of the following issues are receiving more attention from
unions in recent years?
23 ____ is the process by which managers and union representatives
negotiate the terms and conditions of employment.
24 The American Federation of Labor focused on what types of work?
25 The first major union to have a significant impact in the United
States was called the
26 Which of the following acts required management to bargain
with labor unions in good faith?
27 ____ items may be included in the collective bargaining if both
parties agree.
28 One difference between mediation and arbitration is that
29 Who normally conducts the first level of dispute resolution
between a union member and an employer?
30 The Landrum-Griffin Act of 1959 requires national labor unions
to elect new leaders every ____ years.
************************************
BUS 310 Week 8 Quiz 8
For more classes visit
29. www.snaptutorial.com
BUS 310 Week 8 Quiz 8
1 ____ are individuals who carefully examine the safety elements
of the workplace and advance solutions to safety problems.
2 The stressors associated with getting along with coworkers
would likely be referred to as
3 The conditions on the job that can harm employees are called
4 A construction company has determined that some of its
organizational practices can cause serious health hazards to its
employees. Besides changing some of these practices, the company
needs to
5 Which of the following individual traits would likely improve a
person's response to stress?
6 Redesigning the workplace to be less stressful would be
considered a(n) ____ program.
7 In 2002, a Cargill employee accidentally died on the job. If OSHA
finds that Cargill is guilty of a major violation of safety regulations, then
Cargill may
8 U.S. Marines that are deployed bring with them a medical unit
that includes specialists in managing and controlling the effects of stress.
This is an example of a(n)
9 ____ indicate to people when they should eat and sleep.
30. 10 In her job as a flight attendant, Courtney must be on her feet for
long periods of time, lift baggage and push food carts, and spend a lot of
time in crowded, poorly ventilated, noisy jets. Courtney experiences
high levels of ____ demands on her job.
11 Which of the following is a difference between health hazards
and safety hazards?
12 Which of the following is a personal action of individual
employees that can be a common workplace hazard?
13 The ____ Act of 1970 is a comprehensive law that enforces
safety in organizations.
14 Workers who were employed in factories that made insulation
containing asbestos breathed in tiny particles of the material, causing a
very serious occupational illness. Asbestos particles in the air constitute
15 The conditions on the job that can slowly harm an employee's are
called
************************************
BUS 310 Week 9 Assignment 4 Annual Review (2
Papers)
For more classes visit
www.snaptutorial.com
31. Assignment 4: Annual Review
Due Week 9 and worth 125 points
Imagine you work at a company and it is time for an employee named
Jim’s annual review. While he was a model employee the first nine (9)
months of the year, recently Jim has been coming in late. It has not been
just a few minutes each day, either. It is starting to cause problems in the
production line. In this assignment, write a one (1) page summary of
your conversation with Jim. How will you address his recent
performance issues while still praising him for his previous nine (9)
months of good work? Your goal is to balance the negative and positive
feedback so that Jim will leave motivated to do his best.
Write a one (1) page paper in which you:
Explain how you will address Jim’s recent performance issues.
Suggest both constructive and positive feedback designed so that Jim
will leave motivated to do his best.
Format your assignment according to the following formatting
requirements:
Typed, double spaced, using Times New Roman font (size 12), with
one-inch margins on all sides.
Include a cover page containing the title of the assignment, your name,
your professor’s name, the course title, and the date. The cover page is
not included in the required page length.
The specific course learning outcomes associated with this assignment
are:
Explain effective approaches to the broad spectrum of employee
relations, including career development, fostering ethical behavior,
discipline, labor relations, and dismissals.
Analyze various techniques, considerations, and designs of performance
appraisal programs.
Use technology and information resources to research issues in human
resource management.
Write clearly and concisely about human resource management using
proper writing mechanics.
32. Click here to view the grading rubric for this assignment.
************************************
BUS 310 Week 9 Quiz 9
For more classes visit
www.snaptutorial.com
BUS 310 Week 9 Quiz 9
1 Which of the following reinforcement schedules targets behavior
on the basis of a varying number of times that conduct must occur?
2 Which of the following reinforcement schedules targets behavior
on the basis of a constant amount of time that must transpire?
3 Under her employer's incentive pay system, Vicky's team sells
the most real estate and wins a trip to Hawaii. Based on reinforcement
theory, what is the trip?
4 Which of the following reinforcement schedules targets behavior
on the basis of the passage of time?
5 Which of the following reinforcement schedules targets behavior
on the basis of how many times the conduct occurs?
33. 6 Which of the following reinforcement schedules targets behavior
on the basis of a constant number of times that conduct must occur?
7 Which of the levels in Maslow's hierarchy of needs states that
having a positive view of one's self is a motivational factor?
8 When an employee's input-outcome ratio is more favorable than
that of a comparison other, ____ has occurred.
9 Equity theory discusses individuals' perceptions about the
relationship between ____ and ____.
10 Which of the following reinforcement schedules targets behavior
on the basis of a varying amount of time that must transpire?
11 When a manager applies a negative consequence to reduce an
employee's undesirable behavior, what is this process called?
12 Which component of expectancy theory covers the relative value
of rewards and other consequences?
13 Which of the levels in Maslow's hierarchy of needs states that a
safe environment is a motivational factor?
14 According to agency theory, which of the following is NOT a
fundamental difference between owners and managers?
15 Some managed health-care plans keep costs low by paying
incentive compensation to doctors to limit the number of high-cost
treatments they provide to patients. What is the incentive compensation
called based on behavioral modification?
************************************
34. BUS 310 Week 10 Assignment 5 Creating Your
Dream Job (2 Paper)
For more classes visit
www.snaptutorial.com
Assignment 5: Creating Your Dream Job
Due Week 10 and worth 300 points
In this assignment, you get the chance to create your dream job and to
build its compensation plan and appraisal performance.
Write a six to eight (6-8) page paper in which you:
Create a job description and specifications for your dream job.
Design a compensation and benefits package related to your dream job.
Rationalize your compensation and benefits package. Be sure to indicate
the research and considerations that went into the design of the
compensation and benefits package.
Imagine this is the only position of its kind in the organization. From
this perspective, design a performance appraisal program to assess your
job performance.
Rationalize your performance appraisal program. Be sure to indicate the
research and considerations that went into the design of the performance
appraisal program.
Use at least three (3) quality resources in this assignment. Note:
Wikipedia and similar websites do not qualify as quality resources.
Format your assignment according to the following formatting
requirements:
35. Typed, double spaced, using Times New Roman font (size 12), with
one-inch margins on all sides.
Include a cover page containing the title of the assignment, your name,
your professor’s name, the course title, and the date. The cover page is
not included in the required page length.
Include a reference page. Citations and references must follow APA
format. The reference page is not included in the required page length.
The specific course learning outcomes associated with this assignment
are:
Discuss job analysis, job descriptions, and specifications.
Analyze various techniques, considerations, and designs of employee
compensation programs.
Analyze various techniques, considerations, and designs of performance
appraisal programs.
Use technology and information resources to research issues in human
resource management.
Write clearly and concisely about human resource management using
proper writing mechanics.
************************************