Human resource. Assignment 1: Case Analysis/Scenario Analyze the following situation: Mary has worked for Bob for two years. About 6 months ago, Bob asked Mary out to dinner. They had a good time together and agreed that they had some real interests in common outside of work. The pair dated for two months. Mary initially liked Bob, but he was beginning to get annoying. He called her all the time, was very pushy about her seeing him, and wanted to control all aspects of her life; both at work and at home. Mary decided to call it off. When she told Bob that she did not want to see him personally anymore, he went crazy on her. He told her she would be sorry and that he would see to it that she regretted it. Bob began to make life miserable for Mary at work. She suddenly started to get poor performance evaluations after two years of exemplary reviews. Even the managers above Bob were beginning to make comments about her poor attitude. Mary decided it was time to act. She was worried she would be fired, all because Bob wanted her to continue to date him. She loved her job and knew she did quality work. She made an appointment with the HR manager. Using the Civil Rights Acts of 1964 and 1991, review the two basic types of sexual harassment ( quid pro quo and hostile work environment) and assess the type of sexual harassment Mary is experiencing. Evaluate the obligations of the HR manager once Mary reports her concerns. If the HR manager investigates and finds Mary is telling the truth, what should s/he do to handle the situation so that the company is not found complicit by the EEOC if further complaint is made? Analyze the likelihood that Bob would be found guilty of sexually harassing Mary. If found in Mary's favor, what options does the HR manager have to remedy the situation? Assignment 2 Grading Criteria Maximum Points Assessed the type of sexual harassment Mary is experiencing. 10 Evaluated the obligations of the HR manager once Mary reports her concerns, including appropriate actions to take to protect the company from future complicity if investigation reveals Mary is telling the truth. 20 Analyze the likelihood of Bob being found guilty, including HR options to remedy the situation. 10 Presented a structured report free of spelling and grammatical errors and cited sources in APA format. 10 Total: 50 Assignment 2 You are the vice president of Human Resources at Community State University. The president of the university has just informed you that the Maintenance Department is experiencing a high turnover rate in addition to an increase in disciplinary actions. You have been asked to research the use of better recruitment practices and a formal disciplinary model to address the increased turnover and disciplinary issues in the maintenance department. Begin your paper by summarizing the applicable HR laws, theories and issues that you have studied so far in the class that might apply to the case. Then, using .

1. Human resource.
Assignment 1:
Case Analysis/Scenario
Analyze the following situation:
Mary has worked for Bob for two years. About 6 months ago,
Bob asked Mary out to dinner. They had a good time together
and agreed that they had some real interests in common outside
of work. The pair dated for two months. Mary initially liked
Bob, but he was beginning to get annoying. He called her all the
time, was very pushy about her seeing him, and wanted to
control all aspects of her life; both at work and at home. Mary
decided to call it off. When she told Bob that she did not want
to see him personally anymore, he went crazy on her. He told
her she would be sorry and that he would see to it that she
regretted it.
Bob began to make life miserable for Mary at work. She
suddenly started to get poor performance evaluations after two
years of exemplary reviews. Even the managers above Bob were
beginning to make comments about her poor attitude. Mary
decided it was time to act. She was worried she would be fired,
all because Bob wanted her to continue to date him. She loved
her job and knew she did quality work. She made an
appointment with the HR manager.
Using the Civil Rights Acts of 1964 and 1991, review the two
basic types of sexual harassment (
quid pro quo
and hostile work environment) and assess the type of sexual
harassment Mary is experiencing.

2. Evaluate the obligations of the HR manager once Mary reports
her concerns. If the HR manager investigates and finds Mary is
telling the truth, what should s/he do to handle the situation so
that the company is not found complicit by the EEOC if further
complaint is made?
Analyze the likelihood that Bob would be found guilty of
sexually harassing Mary. If found in Mary's favor, what options
does the HR manager have to remedy the situation?
Assignment 2 Grading Criteria
Maximum Points
Assessed the type of sexual harassment Mary is experiencing.
10
Evaluated the obligations of the HR manager once Mary reports
her concerns, including appropriate actions to take to protect
the company from future complicity if investigation reveals
Mary is telling the truth.
20
Analyze the likelihood of Bob being found guilty, including HR
options to remedy the situation.
10
Presented a structured report free of spelling and grammatical
errors and cited sources in APA format.
10
Total:
50
Assignment 2
You are the vice president of Human Resources at Community
State University. The president of the university has just

3. informed you that the Maintenance Department is experiencing
a high turnover rate in addition to an increase in disciplinary
actions.
You have been asked to research the use of better recruitment
practices and a formal disciplinary model to address the
increased turnover and disciplinary issues in the maintenance
department.
Begin your paper by summarizing the applicable HR laws,
theories and issues that you have studied so far in the class that
might apply to the case.
Then, using the SUO library databases, textbook, and other
scholarly resources, research and analyze an effective
recruitment process and how it might reduce turnover and
disciplinary actions.
Additionally, evaluate the pros and cons for a formal
disciplinary process for the organization.
Conclude your essay by defending at least three specific
recommendations you would make to the university president.
Your essay should be 6-8 pages, in APA format, and include at
least 4 scholarly references. Name your document
SU_MGT3045_W3_A2_LastName_FirstInitial.doc.
Assignment 2 Grading Criteria
Maximum Points
Synthesized applicable HR laws or theories to the case analysis.
40
Analyzed a recruitment process that will help reduce turnover

4. and disciplinary actions.
40
Analyzed the pros and cons of a formal disciplinary process for
the organization.
40
Defended at least three specific recommendations you would
make to the university president.
40
Written Components:
Organization (10)
Style (10)
Usage and Mechanics (10)
APA Elements (10)
40
Total:
200
Assignment 3
Assignment 2:
FLSA Analysis
For this assignment, you will be researching the Fair Labor
Standards Act (FLSA).
For the
first section
of your paper:
Assess the main features of the Fair Labor Standards Act
(FLSA).
Compare the definitions of exempt and nonexempt employees.
Evaluate at least three criteria that differentiate an exempt and

5. nonexempt employee.
In spring 2014, President Obama sent a memo to the US
Department of Labor (DOL) Secretary directing reform of FLSA
to address white collar exemptions and, effectively, increase the
number of employees entitled to overtime pay. Research some
of the likely revisions the DOL is considering such as increase
in minimum salary requirements and change to the current
“primary duty” test.
For the
second section
of your paper:
Analyze how the potential modifications differ from the 1938
law and how the status of exempt and nonexempt employees
might be altered by the proposed changes.
Analyze some of the controversies associated with these
modifications. Include the union's objections and justify your
view whether these changes benefit employees or the employer
and whether you prefer the current FLSA law or the proposed
changes.
Assignment 2 Grading Criteria
Maximum Points
Assessed the main features of the Fair Labor Standards Act
(FLSA).
10
Compared the definitions of exempt and non-exempt employees,
including at last three criteria that differentiate the
designations.
10
Analyzed how potential modifications differ from the 1938 law,
including possible implications for the exempt and nonexempt

6. employee designations.
10
Analyze some of the controversies associated with the
modifications to the FLSA, including whether changes benefit
employees or employer and your preference of the current FLSA
or the proposed changes.
10
Presented a structured report free of spelling and grammatical
errors and cited sources in APA format.
10
Total:
50
Assignment 4
The Senior Vice President of Human Resources has just
informed you that she would like for you to research various
HRM practices of Fortune 500 companies. This research will be
presented to the board of trustees next month. They want to
review other company’s best practices to help them realign their
strategic initiatives. In organizational studies, the process of
reviewing other organizations’ best practices and adapting them
to one’s own organization is called “benchmarking.”
Begin by identifying 2 -3 organizations listed in the Fortune
500. Once you have identified those companies, research best
practices used by those organizations, paying particular
attention to these HRM functional areas:
Recruitment/On boarding
Training & Development
Employee/Labor Relations
Performance Management
Compensation & Benefits Incentives/Practices

7. Research hints…
In addition to searching for the specific organization name “and
best practices” or “best HRM practices,” you might find it
helpful to search for the specific organization name “and
recruitment.” “Specific organization name and training &
development,” and so forth. For example, if Walmart is one of
your organizations, search terms could include:
Walmart and best practices
Walmart and best HRM practices
Walmart and Recruitment
Walmart and Onboarding
Walmart and Training & Development
Walmart and Employee Labor Relations
Walmart and Performance Management
Walmart and Compensation
Walmart and Employee Benefits
Walmart and Employee Incentives
Etc.
You can follow the above search patterns for the other
organizations you select.
(Hint: Walmart is a good organization to use for one of your
companies).
As a result of your research, you should
synthesize at least two best practices for each of the HRM
functional areas.
To
begin
your paper, provide a summary of key details about the

8. organizations you are using to benchmark HRM best practices.
Who are the organizations? What do they do? Why are they a
good candidate for benchmarking? This section of you paper
only needs to be a paragraph or two.
For the
next section
of your paper, evaluate the pros and cons of the best practices
you have benchmarked in each functional area. For example, if
external recruitment is a “best practice,” what are some pros
and cons of external recruitment? As a guide, your evaluation of
best practices in
each
functional area should be 1 to 2 pages.
For the
final section
of your paper, justify the top best practices recommendation in
each HRM functional area that you will make to the board of
trustees. Imagine that you are actually going to present the
recommendations to the board. What will you recommend?
Why? How will you link them altogether to form a cohesive and
persuasive presentation?
Hint: Based upon your evaluation of those best practices in the
earlier sections of the paper, summarize the key arguments and
research support for your recommended practices to justify them
to the board.
This section of your paper should be 2 to 3 pages in length.
Submit your report as an eight to ten page paper written in
APA format to the Drop Box.
Paper should include at least 5 references in APA format.
Name your document
SU_MGT3045_W5_A2_LastName_FirstInitial.doc.

9. Assignment 2 Grading Criteria
Maximum Points
Summarized key details about the organizations used for
benchmarking
10
Evaluated at least 2 HRM best practices for
Recruitment/Onboarding, including pros and cons.
30
Evaluated at least 2 HRM best practices for Training &
Development, including pros and cons.
30
Evaluated at least 2 HRM best practices for Employee/Labor
Relations, including pros and cons.
30
Evaluated at least 2 HRM best practices for Performance
Management, including pros and cons.
30
Evaluated at least 2 HRM best practices for Compensation,
Benefits and/or Incentives, including pros and cons.
30
Justified top best practice recommendation in each HRM
functional area to the board of trustees.
50
Presentation Components:
Organization (10)
Style (10)
Usage and Mechanics (10)
APA Elements (10)
40
Total:

10. 250