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shrmThe document summarizes the results of a survey of 311 HR professionals about recruiting persons with disabilities. It was conducted between October 2-9, 2007 with a response rate of 12% and a margin of error of +/- 5%. 61 respondents indicated their organizations have practices like activities and programs to proactively recruit persons with disabilities. 300 respondents identified perceived barriers to their organizations' proactive recruitment of persons with disabilities.
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Abdullah AlmalkiRequirem.docx
Abdullah Almalki
Requirements of submission: assignments must follow these Rubrics:
Critical
Elements
Exemplary Proficient Needs
Improvement
Not Evident Value
Understandin
g of concept
and Logical
presentation
Presents their understanding
and logic perfectly regarding
the concepts
Also Provides the examples
and opinions to support their
presentation.
( 7.5 Marks)
Presents the answers
clearly.
Presents, examples
and opinion/view in
the answers but not in
detail.
( 6 Marks)
Presents the
answers with
minor gaps in
details and
explanations;
Student does
not draw
examples and
opinions.
(4.5 Marks)
Does not provide
complete
answers.
Student has
difficulty in
presenting the
opinions and
examples.
(2 Marks)
7.5
Writing Skill
Writing is clear, uses
appropriate vocabulary,
Minimal errors in spelling
and punctuation; neatly
typed with correct format as
specified.
(2.5 Mark)
Writing is good, minor
spelling and language
issues
(1.5 Mark)
Writing is
average,
Several spelling
and punctuation
mistakes
(1 Mark)
Writing is very
poor , many
spelling and
language issues
(0.5 Mark)
2.5
College of Administrative and Financial Sciences
Assignment 3
Human Resource Management (MGT211)
Deadline: 09/04/2020 @ 23:59
Course Name: H.R. Management
Student’s Name:
Course Code: MGT211
Student’s ID Number:
Semester: II
CRN:
Academic Year: 1440/1441 H
For Instructor’s Use only
Instructor’s Name:
Students’ Grade: Marks Obtained/Out of
Level of Marks: High/Middle/Low
Instructions – PLEASE READ THEM CAREFULLY
· The Assignment must be submitted on Blackboard (WORD format only) via allocated folder.
· Assignments submitted through email will not be accepted.
· Students are advised to make their work clear and well presented, marks may be reduced for poor presentation. This includes filling your information on the cover page.
· Students must mention question number clearly in their answer.
· Late submission will NOT be accepted.
· Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions.
· All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism).
· Submissions without this cover page will NOT be accepted.
· Assignment -3 should be submitted on or before due date.
· If the assignment shows more than 25% plagiarism, the students would be graded zero.
ASSIGNMENT-3
Learning Outcome:
1. Demonstrate overall Human Resource concepts, goals and strategies within the context of organizations goals and strategies (Lo 1.1).
2. Ability to examine the role of Employees as a strategic partner in an organization. (Lo 1.9).
3. Demonstrate ability to think independently and systematical ...
Abdullah AlmalkiRequirem.docx
Abdullah Almalki
Requirements of submission: assignments must follow these Rubrics:
Critical
Elements
Exemplary Proficient Needs
Improvement
Not Evident Value
Understandin
g of concept
and Logical
presentation
Presents their understanding
and logic perfectly regarding
the concepts
Also Provides the examples
and opinions to support their
presentation.
( 7.5 Marks)
Presents the answers
clearly.
Presents, examples
and opinion/view in
the answers but not in
detail.
( 6 Marks)
Presents the
answers with
minor gaps in
details and
explanations;
Student does
not draw
examples and
opinions.
(4.5 Marks)
Does not provide
complete
answers.
Student has
difficulty in
presenting the
opinions and
examples.
(2 Marks)
7.5
Writing Skill
Writing is clear, uses
appropriate vocabulary,
Minimal errors in spelling
and punctuation; neatly
typed with correct format as
specified.
(2.5 Mark)
Writing is good, minor
spelling and language
issues
(1.5 Mark)
Writing is
average,
Several spelling
and punctuation
mistakes
(1 Mark)
Writing is very
poor , many
spelling and
language issues
(0.5 Mark)
2.5
College of Administrative and Financial Sciences
Assignment 3
Human Resource Management (MGT211)
Deadline: 09/04/2020 @ 23:59
Course Name: H.R. Management
Student’s Name:
Course Code: MGT211
Student’s ID Number:
Semester: II
CRN:
Academic Year: 1440/1441 H
For Instructor’s Use only
Instructor’s Name:
Students’ Grade: Marks Obtained/Out of
Level of Marks: High/Middle/Low
Instructions – PLEASE READ THEM CAREFULLY
· The Assignment must be submitted on Blackboard (WORD format only) via allocated folder.
· Assignments submitted through email will not be accepted.
· Students are advised to make their work clear and well presented, marks may be reduced for poor presentation. This includes filling your information on the cover page.
· Students must mention question number clearly in their answer.
· Late submission will NOT be accepted.
· Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions.
· All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism).
· Submissions without this cover page will NOT be accepted.
· Assignment -3 should be submitted on or before due date.
· If the assignment shows more than 25% plagiarism, the students would be graded zero.
ASSIGNMENT-3
Learning Outcome:
1. Demonstrate overall Human Resource concepts, goals and strategies within the context of organizations goals and strategies (Lo 1.1).
2. Ability to examine the role of Employees as a strategic partner in an organization. (Lo 1.9).
3. Demonstrate ability to think independently and systematical.
Executive Program Practical Connection Assignment - 100 poin
This document discusses descriptive statistics and how to calculate and interpret various descriptive statistics, including mean, median, mode, range, variance, and standard deviation. It provides examples and formulas for computing each statistic using data on employee productivity. The key points are:
- Descriptive statistics are used to summarize and describe data through measures of central tendency (mean, median, mode) and variability (range, variance, standard deviation).
- The appropriate statistic to use depends on the level of measurement of the data (nominal, ordinal, interval, ratio).
- Examples are provided to demonstrate how to calculate and interpret the mean, median, mode, range, variance, and standard deviation using data on the number of items employees produced.
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A review and preview of the Princeton, NJ area real estate market trends. Offers insights into price trends, affordability and strategies to buy and sell.
Hopewell Township Real Estate Executive Summary 2016
The document provides an executive summary of real estate trends in Hopewell Township, including an overview of absorption rate, average sale prices, average days on market, and list price retention for both single family homes and condos/townhouses from 2012 to 2015. Data on these trends is presented in graphs and charts sourced from TrendMLS. The summary examines how well the local real estate market has been absorbing available properties over this time period.
Churrasco No Final De Semana
Um amigo convida outros para um churrasco em sua nova casa localizada em uma ilha remota. Ele fornecerá acomodações improvisadas nos chalés e no quintal da casa, além de transporte de ônibus até o porto e iate até a ilha.
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Weichert Princeton March 2016 Market Update Seminar
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Hopewell Township Real Estate Executive Summary 2016
Hopewell Township Real Estate Executive Summary 2016
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Education Assistance Sp Ks
The document summarizes the results of a poll conducted by SHRM on education assistance benefits. It includes data from 472 organizations on whether they offer education benefits and the primary reasons. It also provides data on the likelihood employees would utilize benefits if taxable, whether benefits are offered above or below federal limits, which career levels use benefits most, common fields of study, and degree types pursued. Additional data is given on responding organization industry, size, and sector. The methodology notes a 20% response rate from randomly selected HR professionals, with a margin of error of +/- 5%.
The Personality Dynamics of Technical Teams
The document summarizes research on the personality dynamics of technical teams and provides strategies for improving team effectiveness. It discusses a study of 600 professionals on 77 teams which found that many technologists prefer independent work over interpersonal skills. It also introduces a tool called Portraits of Jung Type Behavior that helps teams apply psychological type theory to improve behaviors. The presentation provides guidance on communication, roles, process, and giving feedback to enhance team performance.
Research Critique GuidelinesQuantitative StudyBackground of .docx
Research Critique Guidelines
Quantitative Study
Background of Study:
· Identify the clinical problem and research problem that led to the study. What was not known about the clinical problem that, if understood, could be used to improve health care delivery or patient outcomes? This gap in knowledge is the research problem.
· How did the author establish the significance of the study? In other words, why should the reader care about this study? Look for statements about human suffering, costs of treatment, or the number of people affected by the clinical problem.
· Identify the purpose of the study. An author may clearly state the purpose of the study or may describe the purpose as the study goals, objectives, or aims.
· List research questions that the study was designed to answer. If the author does not explicitly provide the questions, attempt to infer the questions from the answers.
· Were the purpose and research questions related to the problem?
Methods of Study
· Identify the benefits and risks of participation addressed by the authors. Were there benefits or risks the authors do not identify?
· Was informed consent obtained from the subjects or participants?
· Did it seem that the subjects participated voluntarily in the study?
· Was institutional review board approval obtained from the agency in which the study was conducted?
· Are the major variables (independent and dependent variables) identified and defined? What were these variables?
· How were data collected in this study?
· What rationale did the author provide for using this data collection method?
· Identify the time period for data collection of the study.
· Describe the sequence of data collection events for a participant.
· Describe the data management and analysis methods used in the study.
· Did the author discuss how the rigor of the process was assured? For example, does the author describe maintaining a paper trail of critical decisions that were made during the analysis of the data? Was statistical software used to ensure accuracy of the analysis?
· What measures were used to minimize the effects of researcher bias (their experiences and perspectives)? For example, did two researchers independently analyze the data and compare their analyses?
Results of Study
· What is the researcher's interpretation of findings?
· Are the findings valid or an accurate reflection of reality? Do you have confidence in the findings?
· What limitations of the study were identified by researchers?
· Was there a coherent logic to the presentation of findings?
· What implications do the findings have for nursing practice? For example, can the findings of the study be applied to general nursing practice, to a specific population, or to a specific area of nursing?
· What suggestions are made for further studies?
Ethical Considerations
· Was the study approved by an Institutional Review Board?
· Was patient privacy protected?
· Were there ethical considerations regarding the tr.
Lecture 01 - Some basic terminology, History, Application of statistics - Def...
Lecture 01 - Some basic terminology, History, Application of statistics - Def...National College of Business Administration & Economics ( NCBA&E)
In this Slides, show the some basic terminology, history, application of statistics and definition of statistics. How many Types of statistics? The Terminology is given below:
-Probability
-Scope
-Sample
-Population
-Statistical InferencePerformance Analysis
The document summarizes a 360-degree evaluation of the TeaTree Systems team. Each member rated themselves and their teammates on competencies like developing ideas, focus, and articulation. The results showed areas of weakness across the team in understanding point of view, focus, articulation, and asking questions. Individual scores ranged from 8 to 8.9, with an average group score of 8.2. The conclusion is that acknowledging problems is the first step to improvement, and understanding the results will allow for better communication and future creativity and productivity.
Psychological depression prevention programs for 5-10 year olds: What’s the e...
This webinar reviewed evidence on organizational interventions for preventing workplace stress. It found that participatory interventions where employees have input into addressing stressors can significantly reduce stress, burnout, and absenteeism. Training and education interventions combined with role playing can also moderately reduce stress in the short term. Ensuring employees have control over their work and providing flexible working hours improved psychological wellbeing. However, the evidence was mixed on the effectiveness of other interventions like job redesign. Overall, more rigorous research is still needed to determine the most effective workplace stress prevention strategies.
Shrm poll hrscholarly_finalrev
The document summarizes the results of a SHRM poll regarding HR professionals' use of scholarly research in developing HR solutions. It found that 74% of HR professionals reviewed scholarly research more than once in the past year, with the top sources being Harvard Business Review, the SHRM website, and HR Magazine. While 93% reviewed practice-oriented materials more than once, only 60% used scholarly research to help develop HR solutions for their organization, primarily in the areas of training and development, compensation and benefits, and organizational development. The primary reasons for not using scholarly research included a lack of relevance to their organization and issues being too academic. Factors that could encourage greater use included more applied and industry-specific research.
Understanding and Managing Workplace Bullying
Professor Tim Bentley
Director of Healthy Work Group
Associate Head of School of Management, Massey University
Private Bag 102904, Albany, Auckland 0745
t.bentley@massey.ac.nz
(Invited, Wednesday 26, Ilott Room, 3.50)
Intergenerational conflict final
About one-quarter of HR professionals reported some level of intergenerational conflict in their organizations. Younger workers' top complaints about older managers included resistance to change, lack of recognition, and micromanaging. Older managers' top complaints about younger workers included inappropriate dress and poor work ethic. Organizations responded to these issues by increasing coaching, mentoring, and training. Larger organizations reported higher levels of intergenerational conflict and were more likely to actively address the issues.
Productive and Non-productive Behavior
Productive and Counterproductive Employee Behavior: Productive Behavior- Job Performance; Counterproductive Behavior- Withdrawal, Aggression, Mistreatment, Sabotage, and Theft.
Interpersonal competence in action research (Dls line12)
Talk given on February 15 2017 at De La Salle University Philippines. Lecture for Management Action Research MBA students, class of Professor Ben Teehankee
Shrm Poll Retirement09 Ee Ks
The document summarizes the results of a SHRM poll on the impact of the US recession on employee retirement. It finds that organizations are most likely to freeze employer contributions to 401(k) plans in response to economic challenges. Employees have increasingly extended their retirement dates, reduced 401(k) contributions, or suspended contributions due to fears about financial security and decreased income. Most organizations automatically enroll employees in retirement plans with a 3% default contribution rate, though 15-20% of employees typically opt out of participation.
Abdullah AlmalkiRequirem.docx
Abdullah Almalki
Requirements of submission: assignments must follow these Rubrics:
Critical
Elements
Exemplary Proficient Needs
Improvement
Not Evident Value
Understandin
g of concept
and Logical
presentation
Presents their understanding
and logic perfectly regarding
the concepts
Also Provides the examples
and opinions to support their
presentation.
( 7.5 Marks)
Presents the answers
clearly.
Presents, examples
and opinion/view in
the answers but not in
detail.
( 6 Marks)
Presents the
answers with
minor gaps in
details and
explanations;
Student does
not draw
examples and
opinions.
(4.5 Marks)
Does not provide
complete
answers.
Student has
difficulty in
presenting the
opinions and
examples.
(2 Marks)
7.5
Writing Skill
Writing is clear, uses
appropriate vocabulary,
Minimal errors in spelling
and punctuation; neatly
typed with correct format as
specified.
(2.5 Mark)
Writing is good, minor
spelling and language
issues
(1.5 Mark)
Writing is
average,
Several spelling
and punctuation
mistakes
(1 Mark)
Writing is very
poor , many
spelling and
language issues
(0.5 Mark)
2.5
College of Administrative and Financial Sciences
Assignment 3
Human Resource Management (MGT211)
Deadline: 09/04/2020 @ 23:59
Course Name: H.R. Management
Student’s Name:
Course Code: MGT211
Student’s ID Number:
Semester: II
CRN:
Academic Year: 1440/1441 H
For Instructor’s Use only
Instructor’s Name:
Students’ Grade: Marks Obtained/Out of
Level of Marks: High/Middle/Low
Instructions – PLEASE READ THEM CAREFULLY
· The Assignment must be submitted on Blackboard (WORD format only) via allocated folder.
· Assignments submitted through email will not be accepted.
· Students are advised to make their work clear and well presented, marks may be reduced for poor presentation. This includes filling your information on the cover page.
· Students must mention question number clearly in their answer.
· Late submission will NOT be accepted.
· Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions.
· All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism).
· Submissions without this cover page will NOT be accepted.
· Assignment -3 should be submitted on or before due date.
· If the assignment shows more than 25% plagiarism, the students would be graded zero.
ASSIGNMENT-3
Learning Outcome:
1. Demonstrate overall Human Resource concepts, goals and strategies within the context of organizations goals and strategies (Lo 1.1).
2. Ability to examine the role of Employees as a strategic partner in an organization. (Lo 1.9).
3. Demonstrate ability to think independently and systematical ...
Abdullah AlmalkiRequirem.docx
Abdullah Almalki
Requirements of submission: assignments must follow these Rubrics:
Critical
Elements
Exemplary Proficient Needs
Improvement
Not Evident Value
Understandin
g of concept
and Logical
presentation
Presents their understanding
and logic perfectly regarding
the concepts
Also Provides the examples
and opinions to support their
presentation.
( 7.5 Marks)
Presents the answers
clearly.
Presents, examples
and opinion/view in
the answers but not in
detail.
( 6 Marks)
Presents the
answers with
minor gaps in
details and
explanations;
Student does
not draw
examples and
opinions.
(4.5 Marks)
Does not provide
complete
answers.
Student has
difficulty in
presenting the
opinions and
examples.
(2 Marks)
7.5
Writing Skill
Writing is clear, uses
appropriate vocabulary,
Minimal errors in spelling
and punctuation; neatly
typed with correct format as
specified.
(2.5 Mark)
Writing is good, minor
spelling and language
issues
(1.5 Mark)
Writing is
average,
Several spelling
and punctuation
mistakes
(1 Mark)
Writing is very
poor , many
spelling and
language issues
(0.5 Mark)
2.5
College of Administrative and Financial Sciences
Assignment 3
Human Resource Management (MGT211)
Deadline: 09/04/2020 @ 23:59
Course Name: H.R. Management
Student’s Name:
Course Code: MGT211
Student’s ID Number:
Semester: II
CRN:
Academic Year: 1440/1441 H
For Instructor’s Use only
Instructor’s Name:
Students’ Grade: Marks Obtained/Out of
Level of Marks: High/Middle/Low
Instructions – PLEASE READ THEM CAREFULLY
· The Assignment must be submitted on Blackboard (WORD format only) via allocated folder.
· Assignments submitted through email will not be accepted.
· Students are advised to make their work clear and well presented, marks may be reduced for poor presentation. This includes filling your information on the cover page.
· Students must mention question number clearly in their answer.
· Late submission will NOT be accepted.
· Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions.
· All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism).
· Submissions without this cover page will NOT be accepted.
· Assignment -3 should be submitted on or before due date.
· If the assignment shows more than 25% plagiarism, the students would be graded zero.
ASSIGNMENT-3
Learning Outcome:
1. Demonstrate overall Human Resource concepts, goals and strategies within the context of organizations goals and strategies (Lo 1.1).
2. Ability to examine the role of Employees as a strategic partner in an organization. (Lo 1.9).
3. Demonstrate ability to think independently and systematical.
Executive Program Practical Connection Assignment - 100 poin
This document discusses descriptive statistics and how to calculate and interpret various descriptive statistics, including mean, median, mode, range, variance, and standard deviation. It provides examples and formulas for computing each statistic using data on employee productivity. The key points are:
- Descriptive statistics are used to summarize and describe data through measures of central tendency (mean, median, mode) and variability (range, variance, standard deviation).
- The appropriate statistic to use depends on the level of measurement of the data (nominal, ordinal, interval, ratio).
- Examples are provided to demonstrate how to calculate and interpret the mean, median, mode, range, variance, and standard deviation using data on the number of items employees produced.
Psychological sexual harassment occurs when sex-related behavior
Psychological sexual harassment occurs when sex-related behavior interferes with an employee's work performance or creates an intimidating, hostile, or offensive working environment.
O Driscoll
The study explored bullying in three New Zealand industry sectors: education, health, and hospitality. Key informants reported that bullying and stress were significant issues. In phase 1 interviews, bullying was seen as widespread in education and health but associated with "hotspots" in hospitality, like kitchens. In phase 2 surveys of 494 employees, 25% reported being bullied and factors like ineffective leadership, poor organizational support, and work climate were linked to higher levels of bullying and poorer well-being. The researchers concluded that bullying has meaningful negative effects and interventions need to address systemic organizational factors rather than just treating it as an individual problem.
Motivation-Research.ppt
This document discusses motivation research techniques used to understand consumer behavior. It describes four main categories of techniques: non-disguised structured techniques using questionnaires, non-disguised non-structured depth interviews, disguised non-structured projective techniques like word association tests and TAT tests using images, and disguised structured techniques that indirectly measure attitudes. Examples are provided for each technique along with their benefits and limitations. Motivation research aims to understand the underlying wants and needs that drive consumer purchasing decisions.
Course Textbook Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wr.docx
Course Textbook
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2011). Fundamentals of human resource management (4th ed.). Chicago, IL: McGraw-Hill.
Question 1
Training traditionally focuses on:
preparing employees for other jobs in the organization.
increasing employees' ability to move into jobs that may not exist yet.
helping employees prepare for changes in current jobs and responsibilities.
helping employees improve their performance in their current job.
Question 2
A benchmark is a tool that:
evaluates employees' performance on a number of exercises.
measures performance and is used by supervisors, peers, employees, and customers.
identifies individual preferences in decision making, lifestyle, and information gathering.
gathers ratings of a manager's use of skills associated with success in managing.
Question 3
Succession planning is a form of employee development that is:
designed to help women and minorities break through the glass ceiling.
designed to identify high potential employees to fill top management positions.
designed to help current managers use skills successfully in managing.
designed to help employees gain exposure to a more diverse set of problems.
Question 4
Which of the following is a method for measuring performance that assigns a certain percentage of employees to each category?
Simple ranking
Alteration ranking
Forced-distribution method
Paired-comparison method
Question 5
Which of the following statements BEST describes a mentor?
A mentor is someone who is an experienced, senior employee who helps a less experienced employee.
A mentor is someone who works one-on-one with an employee and provides feedback.
A mentor is someone who provides resources, such as mentors, courses, or job experiences.
A mentor is someone who helps develop employee learning by teaching them to obtain feedback.
Question 6
Part of planning an effective performance management system includes the following criteria:
fit with strategy, validity, reliability, acceptability, and specific feedback.
fit with strategy, validity, goal setting, action planning, and follow-up.
data gathering, feedback, performance, ranking, and specific feedback.
data gathering, feedback, goal setting, action planning, and follow-up.
Question 7
Employee development that consists of four broad categories and approaches that can be combined is:
formal education, achievement, skill building, and experience.
formal education, assessment, job experience, and building relationships.
assessment, skill building, achievement, and job success.
assessment, job experience, skill building, and building relationships.
Question 8
Which of the following is a possible problem that may arise with job rotation?
Managers and employees understand job rotation expectations.
Exposes high potential employees to experiences for management preparation.
May give employees short-term perspective on problems and .
Bullying in the workplace
The document discusses workplace bullying by defining it, examining its prevalence based on survey findings, and exploring its impacts on targets, witnesses, and organizations. It also provides strategies for preventing and resolving instances of workplace bullying, such as establishing anti-bullying policies and training, building coping skills, and having both informal and formal processes for addressing complaints.
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Research Critique GuidelinesQuantitative StudyBackground of .docx
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Lecture 01 - Some basic terminology, History, Application of statistics - Def...
Lecture 01 - Some basic terminology, History, Application of statistics - Def...
Psychological depression prevention programs for 5-10 year olds: What’s the e...
Psychological depression prevention programs for 5-10 year olds: What’s the e...
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Executive Program Practical Connection Assignment - 100 poin
Executive Program Practical Connection Assignment - 100 poin
Psychological sexual harassment occurs when sex-related behavior
Psychological sexual harassment occurs when sex-related behavior
Course Textbook Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wr.docx
Course Textbook Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wr.docx
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This research sought to determine what types of policies organizations are implementing in regard to political activities in the workplace, particularly as they relate to the 2016 presidential election. The survey also looked at whether organizations encouraged their employees to vote in political elections and whether employees were given time off to vote.
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2013 Office Pool Survey
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This survey by the Society for Human Resource Management examined policies related to marijuana use in the workplace in states that have legalized medical and/or recreational marijuana use. The key findings were:
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2) Most organizations (73-82%) had a zero-tolerance policy prohibiting marijuana use while working.
3) Common disciplinary actions for first violations included termination (41-50%), mandatory drug counseling (16-21%), and written warnings (14-19%).
4) Around half of organizations conducted pre-employment
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2015 HR Perspectives on Overtime Exemptions
On June 30, 2015, the Department of Labor (DOL) released proposed changes to the overtime regulations. This survey was designed before DOL proposed these changes to the overtime regulations and represents the HR profession’s general perspective on FLSA overtime exemptions.
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
The SHRM survey found that organizations are increasingly leveraging benefits to recruit employees at all levels. About two-fifths of respondents reported difficulty recruiting employees in 2015, up from previous years. Similarly, two-fifths reported leveraging benefits for recruitment, also up over time. Looking ahead, respondents believed health care, retirement, flexible work and other benefits would grow in importance for recruitment. Recruiting highly skilled employees was also increasingly difficult, and benefits were more often leveraged for this group. Health care was viewed as most important for highly skilled recruitment going forward.
2015 Strategic Benefits―Health Care
The survey found that:
- 96% of organizations provided employer-based health care insurance plans to employees.
- Three-quarters of respondents anticipated their organization's total health care costs would increase by an average of 13% from 2014 to 2015.
- About three-quarters of respondents reported an actual increase in total health care costs from 2013 to 2014.
2015 Strategic Benefits―Assessment and Communication of Benefits
The SHRM 2015 Strategic Benefits Survey assessed how organizations communicate and evaluate employee benefits. Key findings include:
1) Health care remains the most important benefit but may decrease in importance over time. Half of organizations increased health care investment but controlling costs is a top strategic focus.
2) Most employees have some knowledge of benefits but many organizations do not assess this. Common communication methods are materials and group sessions, though few use social media.
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2015 Strategic Benefits―Flexible Work Arragements
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2015 Strategic Benefits—Leveraging Benefits to Retain Employees
The survey found that more organizations are struggling to retain employees at all levels and are increasingly leveraging benefits programs to do so. Specifically:
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- Health care and retirement benefits were most often leveraged to retain employees.
The findings suggest HR professionals should focus on health care and retirement benefits when designing retention strategies using benefits programs.
2015 Strategic Benefits—Wellness Initiatives
The survey found that:
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- Most organizations did not analyze return on investment or cost savings from wellness programs.
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Disabilities
- 2. Does your organization proactively recruit persons with disabilities? n = 308
- 3. Please indicate the practices your organization currently has in place (e.g., activities/programs) that could be considered proactive efforts to recruit persons with disabilities? n = 61 Note: Percentages do not total 100% as multiple response options were allowed. Respondents who answered that their organizations do not proactively recruit persons with disabilities were excluded from this analysis.
- 4. In general, what do you think are the main barriers to your organization’s proactive efforts to recruit persons with disabilities? n = 300 Note: Percentages do not total 100% as multiple response options were allowed.