The Human Resource Management Department has five primary responsibilities: recruitment, training, professional development, benefits and compensation, and legal compliance. A job analysis is important for companies to conduct before developing job descriptions. It involves gathering accurate job data through questionnaires, observations, and daily logs from employees. This ensures the right candidates are attracted for the right positions. There are five primary external factors that influence HRM: social/cultural, technological, economic, political/legal, and environmental. HRM must adapt to changes in these areas. Federal equal employment laws go through Congress and the President before becoming law. The Equal Employment Opportunity Commission was established to enforce these laws and process discrimination claims. Presidential executive orders allow Presidents to enact policies without Congressional
HR Challenges and Solutions - Maintaining Compliance and Mitigating Future RiskADP Marketing
Many companies are facing increasing challenges to stay up to date with risk and compliance. Learn how to take control of compliance and manage risk in your business.
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
Confidence Matters: Do Workers Have What it Takes When it Comes to Jobs and M...Robert Half
Robert Half's Confidence Matters research outlines workers' confidence levels and attitudes about a variety of career and salary topics. More than 1,000 U.S. workers employed full-time in office environments were surveyed by an independent research firm for it.
HR Challenges and Solutions - Maintaining Compliance and Mitigating Future RiskADP Marketing
Many companies are facing increasing challenges to stay up to date with risk and compliance. Learn how to take control of compliance and manage risk in your business.
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
Confidence Matters: Do Workers Have What it Takes When it Comes to Jobs and M...Robert Half
Robert Half's Confidence Matters research outlines workers' confidence levels and attitudes about a variety of career and salary topics. More than 1,000 U.S. workers employed full-time in office environments were surveyed by an independent research firm for it.
he EIU conducted a survey of 502 C-suite respondents, evenly distributed across four geographic regions in the US to better understand how they prepare for and combat workforce challenges.
No HR Staff? 7 Crucial Moves to Master Everyday Employee ManagementComplyRight, Inc.
There's a point when it becomes obvious that a business needs an HR professional on staff. Until then, managing the required recordkeeping tasks, handling questions from employees, and taking proper steps to protect your business from legal risk can seem like a never-ending burden that distracts from other critical business activities. And yet, you can’t afford to ignore these responsibilities.
Take a deep breath! This free webinar will provide practical guidelines for getting HR activities under control, even without an HR specialist on staff. After the presentation, you’ll have solid information to help your business run more smoothly and, most importantly, protect you in the event of an employee lawsuit.
In this insightful webinar, you'll learn:
• Common mistakes to avoid when hiring
• How to create an organized recordkeeping system
• Employee policies every business needs
• The right way to document performance issues
• Why accurate labor law postings are critical
• Steps to prevent a costly harassment claim
• How to use technology to reduce HR overhead
The FIRM & IBM : Rewriting the rules for the digital ageEmma Mirrington
Deloitte’s Human Capital professionals leverage research, analytics, and industry insights to help design and execute the HR, talent, leadership, organization, and change programs that enable business performance through people performance. Visit the Human Capital area of www.deloitte.com to learn more.
Addressing the Top IT Hiring Challenges | WhitepaperACTIVE Network
The need for high-quality IT workers is increasing at a rapid pace, but the pool of potential candidates is smaller than ever – which goes a long way towards explaining why nearly 60% of companies are reporting that open IT positions are currently going unfilled. But that’s not the whole story - the challenges in this candidate-driven employment market are many. And some of the moves being made by candidates to leverage the situation (and by companies to try and control it) are only contributing to the ever-increasing complexity of the hiring process. - See more at: http://pages.xtglobal.com/Addressing-Top-IT-Hiring-Challenges-Download-Page.html#sthash.LmOl81b4.dpuf
Workforce Trends: The Importance of Diversity–The Old Minority Will Become th...Centerfor HCI
The fact that the United States is transitioning from a nation whose majority population is white to a nation in which the majority of the population will soon be people of color.
he EIU conducted a survey of 502 C-suite respondents, evenly distributed across four geographic regions in the US to better understand how they prepare for and combat workforce challenges.
No HR Staff? 7 Crucial Moves to Master Everyday Employee ManagementComplyRight, Inc.
There's a point when it becomes obvious that a business needs an HR professional on staff. Until then, managing the required recordkeeping tasks, handling questions from employees, and taking proper steps to protect your business from legal risk can seem like a never-ending burden that distracts from other critical business activities. And yet, you can’t afford to ignore these responsibilities.
Take a deep breath! This free webinar will provide practical guidelines for getting HR activities under control, even without an HR specialist on staff. After the presentation, you’ll have solid information to help your business run more smoothly and, most importantly, protect you in the event of an employee lawsuit.
In this insightful webinar, you'll learn:
• Common mistakes to avoid when hiring
• How to create an organized recordkeeping system
• Employee policies every business needs
• The right way to document performance issues
• Why accurate labor law postings are critical
• Steps to prevent a costly harassment claim
• How to use technology to reduce HR overhead
The FIRM & IBM : Rewriting the rules for the digital ageEmma Mirrington
Deloitte’s Human Capital professionals leverage research, analytics, and industry insights to help design and execute the HR, talent, leadership, organization, and change programs that enable business performance through people performance. Visit the Human Capital area of www.deloitte.com to learn more.
Addressing the Top IT Hiring Challenges | WhitepaperACTIVE Network
The need for high-quality IT workers is increasing at a rapid pace, but the pool of potential candidates is smaller than ever – which goes a long way towards explaining why nearly 60% of companies are reporting that open IT positions are currently going unfilled. But that’s not the whole story - the challenges in this candidate-driven employment market are many. And some of the moves being made by candidates to leverage the situation (and by companies to try and control it) are only contributing to the ever-increasing complexity of the hiring process. - See more at: http://pages.xtglobal.com/Addressing-Top-IT-Hiring-Challenges-Download-Page.html#sthash.LmOl81b4.dpuf
Workforce Trends: The Importance of Diversity–The Old Minority Will Become th...Centerfor HCI
The fact that the United States is transitioning from a nation whose majority population is white to a nation in which the majority of the population will soon be people of color.
Conducted a cross-cultural investment analysis of three petroleum refining companies, BP (United Kingdom), Total (France), and PetroChina (China) by conducting a.) a SWOT analysis and its factors' importance of sustainability in the global market; b.) a comparative analysis the three nations via pre-IFRS development factors, Hofstede's cultural dimensions, and Gray's accounting values concerning their impact on financial information quality; c.) a comparative analysis of the three companies business strategies, financial reporting practices, financial ratio analysis, corruption levels, and financial statement limitation; and d.) concluded with the best investment option.
En esta presentación encontrarán un resumen del/los contexto/s del Renacimiento, necesarios para entender el camino hacia la Modernidad. Vean la presentación y la comentamos en clase.
Saludos!!
Кабрера де Мар является муниципалитет индейской, Испания. Здесь вилла расположена в этом восхитительном месте Испании. Картахена Дом отдыха находится прекрасное место для летних каникул остаться.
Chapter 1 The Role of Human ResourcesHuman Resource Management Day .docxsleeperharwell
Chapter 1: The Role of Human ResourcesHuman Resource Management Day to Day
You have just been hired to work in the human resource department of a small company. You heard about the job through a conference you attended, put on by the Society for Human Resource Management (SHRM). Previously, the owner of the company, Jennifer, had been doing everything related to human resource management (HRM). You can tell she is a bit critical about paying a good salary for something she was able to juggle all on her own. On your first day, you meet the ten employees and spend several hours with the company owner, hoping to get a handle on which human resource processes are already set up.
Shortly after the meeting begins, you see she has a completely different perspective of what HRM is, and you realize it will be your job to educate her on the value of a human resource manager. You look at it as a personal challenge—both to educate her and also to show her the value of this role in the organization.
First, you tell her that HRM is a strategic process having to do with the staffing, compensation, retention, training, and employment law and policies side of the business. In other words, your job as human resources (HR) manager will be not only to write policy and procedures and to hire people (the administrative role) but also to use strategic plans to ensure the right people are hired and trained for the right job at the right time. For example, you ask her if she knows what the revenue will be in six months, and Jennifer answers, “Of course. We expect it to increase by 20 percent.” You ask, “Have you thought about how many people you will need due to this increase?” Jennifer looks a bit sheepish and says, “No, I guess I haven’t gotten that far.” Then you ask her about the training programs the company offers, the software used to allow employees to access pay information online, and the compensation policies. She responds, “It looks like we have some work to do. I didn’t know that human resources involved all of that.” You smile at her and start discussing some of the specifics of the business, so you can get started right away writing the strategic human resource management plan.
What Is Human Resources?
Learning Objectives
Explain the role of HRM in organizations.
Define and discuss some of the major HRM activities.
Every organization, large or small, uses a variety of capital to make the business work. Capital includes cash, valuables, or goods used to generate income for a business. For example, a retail store uses registers and inventory, while a consulting firm may have proprietary software or buildings. No matter the industry, all companies have one thing in common: they must have people to make their capital work for them. This will be our focus throughout the text: generation of revenue through the use of people’s skills and abilities.What Is HRM?
Human resource management (HRM) is the process of employing people, training them, compensating the.
Required Resources
Text
Read Commonsense Talent Management:
· Chapter 10: Improving the World through Strategic HR 349
Articles
Gould, W. I. (2010). Labor law beyond U.S. borders: does what happens outside of America stay outside of America?Stanford Law & Policy Review, (3), 401. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=edsgao&AN=edsgcl.237533046&site=eds-live
Kuddo, A. (2009, November 1). Labor laws in Eastern European and Central Asian countries: minimum norms and practices (Links to an external site.). Worldbank.org. Retrieved October 8, 2015. From-http://siteresources.worldbank.org/SOCIALPROTECTION/Resources/SP-Discussion-papers/Labor-Market-DP/0920.pdf
Discussion 1
BFOQ
Research the term BFOQ. Explain its importance and relevance to HRM. How might not appropriately incorporating well defined BFOQs lead to difficulties for the organization? How would the concept of BFOQ be linked to “disparate treatment” and/or “disparate impact” in respect to staffing? What is the link between the ADA (1990) and BFOQs? Present your views in 200 words or more in your discussion post.
Discussion 2
Foreign Restrictions on Termination
Research the topic of restrictions on termination of employment in European countries. Assess the different requirements and consider risks, operational requirements for MNCs, modified HRM policies, and any other conditions or restrictions facing a firm operating in such environments. Present your views in 200 words or more in your discussion post.
Week 6 - Final Project
Mark as done
Final Project
You work for a HR consulting company and an organization (the same company you have been writing about during this course) has hired your firm to conduct an HRM analysis and make recommendations to better align HR practices to the key business initiatives of the company. In order to accomplish the goal:
· Analyze the organization and develop a set of HRM practices that help align HR practices to the firm’s strategy. (Keep in mind the firm’s overall strategy in regards to Porter and Snow and White’s theories) Develop a 3200-3500 word research paper (not including the title and reference pages). Your paper should also:
· Identify the firm’s history, strategy, market position, and specific area of alignment.
· Provide job pricing and compensation package for 3-4 key positions in the organization.
· Describe and analyze the current and targeted HR work processes as well as the respective knowledge, skills, and abilities (KSAs) required to achieve the organization’s objectives.
· Incorporate a discussion of relevant technology considerations to achieve work output in the context of the organization’s goals.
· Provide a discussion of the labor market and the appropriate labor law context. Identification of companies that are preparing to address any legal or regulatory changes..
· Prescribe a set of HRM recommendations, specifically tailored for the selected firm. Insert a table with deliverables, acc.
Optimizing Your Workforce Productivity & Retention - Human Capital Insights -...ADP, LLC
In this Issue of Human Capital Management Vol. 5: Flexible Work Arrangements: Optimizing Your Workforce Productivity & Retention Five Eco-Friendly Strategies for Global Organizations Data Security Checkup: Protecting Employee Health Information
Running head STAFFING THE HUMAN RESOURCE DEPARTMENT .docxtoltonkendal
Running head: STAFFING THE HUMAN RESOURCE DEPARTMENT 1
STAFFING THE HUMAN RESOURCE DEPARTMENT 7
Staffing the Human Resource Department
Johnell Davis
Dr. L. Love
HRM 599
August 16, 2017
Human Resource Functions and Significance
The Maximum Extermination Pest Control (MEPC) is the company I chose as the key company in trying to create a comprehension of the various human resource functions in the market. For understanding the company’s business strategy, the human resource department developed a strategy made up of staff with detailed information. The staff also comprised of highly innovative and creative individuals with an exceeding initiative. The team comprised of a strong sales status; marketing and recruitment skills; benefits and compensation standards; and a good corporate reputation that defines high-quality customer service. Whenever a firm develops an efficient human resource department, it enables its operations to acquire a good structure and the capability to meet its goals since the department allows it to manage its most valuable resources, employees, and the human capital. Three key human resource functions tend to exist in such a company. The human resource functions possess a significant status when it comes to adding value to the human resource department about the vision and mission of the Maximum Extermination Pest Control Company. The human resource functions also influence the process of recruitment, compliance, and the aspect of benefits and compensation. For the company to acquire the right skills and the specific staff, it should come up with an aptitude to train and develop the needed skills.
The management may have to devise an in-house team for the recruitment process to enable the right strategies in developing the workforce of the company. As with the external recruiters, the responsibilities and their roles need to be advertised to the market to source for the right candidates, screen the applicants, and undertake interviews. The human resource department needs to coordinate with the different managers to influence the final selection of the desired candidates. The success found in the recruitment process and the significance of the roles of the individuals involved is meant to develop the company’s workforce. The different efforts of the individuals found in the human resource department tend to have a positive and desired contribution to the success of the company (Nyberg, Moliterno, Hale Jr, & Lepak, 2014). The company needs to develop a reward system to boost their morale and influence high performance. The performance measures may have a basis on the number of the positions that they need to be filled and the amount of time required filling the positions. The second function of the human resource may comprise of the benefits and compensation function ...
Running Head EMPLOYMENT LAW REPORT .docxsusanschei
Running Head: EMPLOYMENT LAW REPORT
EMPLOYMENT LAW REPORT 8
Employment Law Report
Lourde Owens
HRM/531
Mar. 16, 2017
Richards Sims
Employment Law Report
The employment law governs the legal relationship between employer and employee. These laws aim at protecting workers’ rights by promoting health and safety, providing social security and protecting workers from discrimination. Labor laws are based on federal and state constitution law . There are two categories of labor law: individual labor law that cover the employees’ rights in workplaces and collective labor law that cover union, employer and employee relationship. Good overview note edit—pay attention to details.
Human capital is a combination of an individuals' attributes, experiences, skills, and knowledge that enables one to perform labor for the production of economic value. It is sometimes referred to as intellectual capital as it reflects the creativity, skills, and knowledge that individuals contribute to organizational success. Human capital being an asset in any business or organization requires being protected by laws. The laws which are related to human resource employment laws are enforced by the Department of Labor (DOL).
The Toyota group organization is one of the world's leading automobile manufactures with its headquarters in Japan. Toyota organizational structure provides a degree of flexibility that empowers to respond to issues and promote quality production. Among the eight regional divisions is North America which has over ten thousand employees and like all other organizations in America, it is under the Federal laws and regulation and is well aware of the employment laws.
-- what about citation reference for source of this information
Human Capital Management (HCM) refers to the process of upgrading the prevailing skills of an employee through training and extracting the best out of him or her to contribute to the growth of the organization. HCM plays a role in attracting, developing and rewarding an organization’s greatest asset. The initial step for effective? human capital management is to recognize employees as the most valuable asset and biggest investment in the organization (Sadiq, 2017).
Human capital management in Toyota organization is based on certain applications that include core administration support such as personnel administration, payroll and service center. The organization's HRM is responsible for all aspects of developing and rewarding the employees and promoting innovation to encourage high-performing platform where all workers can thrive. It also provides educational training to boost professional growth and performance of its workers. Technology has played a key role in making HRM simpler as it has automated onboard procedures whereby employers can easily create, organize and monitor n ...
Everything You Need To Know About Being A Human Resources Administratortopseowebmaster
Well there you have it! Your full guide to becoming a human resources administrator! So where do you go from here, like the beginning to many other career paths the first step is: getting your college diploma! Check out ABM College’s Human Resources Administration Online Diploma for more information!
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 ...
Lesson 3IntroductionThis week we will explore recruitment and .docxsmile790243
Lesson 3
Introduction
This week we will explore recruitment and selection, contingent workers, outsourcing and virtual organizations. The life cycle of employment has changed drastically over the years. Not long ago, workers would hire on with an organization with the intent to work there for 30-40 years. There was loyalty from the employer to the employee and from the employee to the employer. This is not longer the case. In fact, it is not even expected that employees will stay with a company for more than a few years.
When a company is planning for mid-term and long-range plans, HR should be at that table. Typically, manpower is the largest expense to a large organization. When planning growth, manpower needs to be part of the equation. Moreover, not just people in seats, but the right people for the right job. HR can be a major strategic player in this.
Recruitment and Selection
Many people are out of work but many companies cannot find people with the talent and skills they are seeking. For instance, 100 years ago a manufacturing job did not require any previous skill or education. Today, even assembly lines are filled with robotics that needs programmers and technology literate operators. These things are no longer being taught in many of our schools. We are facing a skills gap in this country.
One example of this is a manufacturing company looking to hire 100 skilled workers. They received only 140 applications. When they took into consideration experience and skill, they were able to find 40 applicants to consider. They administered tests to those 40 applicants that tested to national standards. Of the 40 applicants, four passed the test. They made offers to all four of those applicants and only one accepted. This is an example of the knowledge gap; they wanted to hire 100 skilled employees and could only find one.
Many organizations do not utilize an HR department to its full potential. Some firms restrict HR to administrative and operational functions such as record-keeping, compiling reports, recruiting, employee orientation, training, safety, and health, employee relations, and administration of the benefits program. This narrow viewpoint, however, ignores the strategic quality of human resources that must be viewed in the same context as are financial, technological, and other resources. Effective use of people in the organization can provide a competitive advantage, both domestically and abroad.
The strategic role of HR management emphasizes that the people in an organization are valuable resources representing significant organizational investments. For HR to play a strategic role, it must focus on the longer-term implications of HR issues. The more successful companies recognize top HR managers as being members of the top management team. Without the strategic aspect of HR, it would be difficult for companies to engage in such things as plant expansion, plant relocation, plant closings, mergers, and acquisitions. It ...
Similar to Mgt201 2016 unit four midterm exam questions iii (20)
Lesson 3IntroductionThis week we will explore recruitment and .docx
Mgt201 2016 unit four midterm exam questions iii
1. QuestionOne
Identify and explain in sufficient detail five of the primary responsibilities of the
Human Resource Management Department.
The Human Resource Management Department has many responsibilities, from first
seeing you as you join the company to seeing you leave. Having a great HRM department will
help the company to exceed. Bradley, J (2017) states in What Are the Five Main Functions of
Global Human Resource Management? “Once concerned with the impact of local issues on
employees, human resources must now consider the effects of workforce diversity, legal
restrictions and the interdependence between training and professional development on the
organization.” The five primary responsibilities are as follows; Recruitment, Training,
Professional Development, Benefits and Compensation, and Legal Compliance. Companies
realize that their people are their greatest assets.
Recruitment
Recruitment is the foundation of any business. A right Job Analysis will attract the right
people for the job. Grensing-Pophal, L (2010), states in Human Resource Essentials, “Having the
right people in the right positions allows your organization to make maximum use of its HR
investment. Any business – Whether for profit or not for profit – exists to further its
organizational mission and relies on employees to do that.” The HRM Department needs to
know what jobs need to be filled and what the jobs entail. (Side note; Even if you are not looking
for a job, it’s good to have a few job interviews through the year.)
2. Training
The new candidate is now hired, how the Onboarding goes will determine how well they
are with the company. MGT201 – Human Resource Management states in Unit 4: Training and
Development, “The types of Onboarding programs vary from informal meetings to formal
presentations.” You want the new candidates to feel welcomed, but not overwhelmed. It’s best
to walk them around, show them the place, have them meet the other employees. Next would
give them the employee handbook, any employee forms/handouts, insurance/benefit forms, and
payroll paperwork. The more organize the Onboarding goes, the better the employee will feel
about the company.
Professional Development
Professional development is important in the workplace, for the new employee as well as
the employee is has been there for 20 years. Frost, S. talks in Chron (The Importance of Training
and Development in the Workplace) about four reason professional development is needed in the
workplace. 1.) Addressing Weaknesses 2.) Improved Employee Performance 3.) Consistency 4.)
Employee Satisfaction. Frost, S. states in The Importance of Training and Development in the
Workplace, “An employee who receives the necessary training is better able to perform her job.
She becomes more aware of safety practices and proper procedures for basic tasks.”
Benefits and Compensation
While Onboarding new employees should have gotten a handbook with all the informant
about benefits, but it doesn’t stop there. McNamara, C. MBA, Ph.D., Authenticity Consulting,
LLC. states in Management Help,
3. Benefits are forms of value, other than payment, that are provided to the employee in return for
their contribution to the organization, that is, for doing their job. Some benefits, such as
unemployment and worker’s compensation, are federally required. (Worker’s compensation is
really a worker’s right, rather than a benefit.)
Some of the benefits are insurance, vacation pay, holiday pay, and maternity leave,
retirement, profit sharing/stock options, and bonuses. Not every company has these, and some
are for full-time employees. While some of these are federally mandated, others are not.
Legal Compliance
Legal compliance helps protect the employees and the employer. You have federal and
state laws to be following. There are a few websites that have useful information about these
laws and regulations. U. S. Equal Employment Opportunity Commission: www.eeoc.gov; and U.
S. Department of Labor OSHA: www.osha.gov. Some laws only pertain if you have over ten
employees, while others are if you have minors. It is always good to learn and know your laws.
References:
Bradly, J. (2017) What Are the Five Main Functions of Global Human Resource
Management? Chron http://smallbusiness.chron.com/five-main-functions-global-human-
resource-management-61538.html
Frost, S. (2017). The Importance of Training and Development in the Workplace, Chron.
http://smallbusiness.chron.com/importance-training-development-workplace-10321.html
4. Grensing-Pophal, L. (2010). Human Resource Essentials: Your Guide to Starting and
Running the HR Function. https://www.amazon.com/Human-Resource-Essentials-Starting-
Function/dp/1586441965
McNamara, C. MBA, Ph.D., Authenticity Consulting, LLC. Employee Benefits and
Compensation (Employee Pay) (n/a). Management Help.
http://managementhelp.org/payandbenefits/
Post University Blackboard, (n/a) Unit 4: Training and Development, MGT201 – Human
Resource Management, https://post.blackboard.com/bbcswebdav/pid-3469878-dt-content-rid-
27541999_1/courses/MGT201.301122073670/Powerpoint%20Presentations/MGT201%20-
%20Unit%204%20Lecture%20Notes.pdf
U. S. Department of Labor, OSHA. www.osha.gov
U. S. Equal Employment Opportunity Commission, www.eeoc.gov
5. QuestionTwo
Before you develop a Job Description, you must conduct a Job Analysis. Using
research explain in your words what the job analysis process consists of and why it is so
important for a company to do an Analysis?
A job analysis is gathering the right information for an employee’s position. Choosing the
rights words or the description for the job is essential for a job analysis. Having the right job
analysis will get qualified people for the job. Collect job data by questionnaires, observations and
daily logs to create an excellent job analysis.
Questionnaires
Questionnaires can be given out to employees to see how the job is being done and what
is required of them to do the job. This is the best method as it can be accurate then the others.
Observations
Observations is where you or someone observes the job to see what is being done and
how it is being done, along with what qualification are needed.
Daily logs
Daily logs are where employees write down their daily activities throughout the day.
Smith, K. (2015) states in Conducting Thorough Job Analyses and Drafting Lawful Job
Descriptions, “Furthermore, a job analysis is an effective method to determine essential
functions of a job as required by the Americans with Disabilities Act (ADA), as well as
exemptions-status determinations under the Fair Labor Standards Act (FLSA).” There are a few
things to help with making the right job analysis stated in the Job Analysis: Tips and FAQs;
Frequently Asked Questions;
6. Identify the job(s) to be analyzed
Determine the procedures to be used (methods) in collecting job data
Implement the job analysis methods
Review the data collected through job analysis
Summarize and document the data collected
It is important for a company to have an Analysis done for each position and keep it up
dated. Some jobs change over time, with technology and environment. A Job Analysis will
attract the right people for the job. Employers want people with the right knowledge and skill
sets. (On a side note, a Job Analysis helps company with the fair labor laws.)
References:
HR-Guide.com (20145). Job Analysis: Tips and FAQs: Frequently Asked Questions.
Job-Analysis. www.job-analysis.net/G022.htm
Smith, K. (2015). Conducting Thorough Job Analyses and Drafting Lawful Job
Descriptions. Employment Relations Today (Wiley), 41(4), 95-99. doi: 10.1002/ert.21479
7. QuestionThree
Identify and explain in sufficient detail five of the primary external influences affecting
Human Resource Management? How do these factors affect HRM?
The five primary external factors that affect Human Resource Management are;
social/cultural, technological, economic, political/legal, professionalism. Each factor influences
Human Resource in different ways.
Social/Cultural
Human Resource Management can be affected by social and cultural aspects, from multi-
generations to social influences. I feel as if managers have a big role in social influences, if they
have “I do not care.” attitudes so will the employees. Also, it depends how big or small the
company is. Smaller companies will have more of a family friendly environment as a larger
company would have more bureaucratic environment. The Human Resource Management
Department needs to know how to deal with each culture and the different social standards.
Knowing the different social/cultural standards will help in rewarding the employees.
Technological
Keeping up to date with technology will help in the HR Department. Biro, M. in
Huffington Post, The Impact of Technology on HR and What’s Ahead, talks about HR need to
keep up with technology and adapt swiftly as more than half the workforce is Millennials.
Human Resource Management needs to be accessible through emails, text messages, or in
person. Anything that helps is having the handbook, benefits, or services online for the
8. employees to access at any time. The HRM Department need to make sure they are up to date
with the latest technology.
Economic
The current economy affect the Human Resource Management Department the most.
Having or knowing what is needed in today’s economy will help HRM. Just like if you have a
brick and mortar store and the gas is up, turn to E-commerce. If the economy is turning south
having a hiring freeze may help the company until the economy gets better.
Political/legal
The Human Resource Management Department needs to know the federal laws and
regulations. Do not let age, gender, and nationality effect your hiring process. Treat everyone as
equals, if one starts off at ten dollars an hour, then the next person who is doing the same job
needs too. If you have minors, keeping a minor log, and keeping up with the regulations of
having minor employees. The U. S. Equal Employment Opportunity Commission and the U. S.
Department of Labor OSHA are great resources.
Environmental
Where your business is located can affect the Human Resource Management Department.
How are the employees getting to and from work? How is the surrounding environment affecting
the employees (city bus hours, extreme weather, gas prices)? As for my place of business, we
had not too long ago a snow storm, HRMD decided to let everyone go home before it hit.
9. There are quite a few things that affect the Human Resource Management Department.
Keeping up to date with technology, the economy and federal laws will help the Human
Resource Management Department to run smoothly.
References:
Biro, M. (). The Impact of Technology on HR and What’s Ahead. Huffington Post.
http://www.huffingtonpost.com/meghan-m-biro-/the-impact-of-technology-_1_b_9294208.html
U. S. Equal Employment Opportunity Commission. www.eeoc.gov
U. S. Department of Labor OSHA. www.osha.gov
10. QuestionFour
This question is two parts:
What is the process that the Federal Equal Employment laws went through to
become laws?
Federal Equal Employment laws have a long road before coming into effect. The
information that I have gather came from U. S. Constitution Online. The first step for Federal
Equal Employment law, they are a bill that gets passed by both houses of Congress. After
Congress passes the bill, it goes before the President, if the President signs it, then it becomes a
law. Sometimes the President will not sign a bill, that’s called a veto. If a bill had been veto, both
houses of Congress votes on it again. The bill must win by two-thirds majority to be a law
without the President’s signature. This would be overriding a veto. When the President can sit on
a bill for ten days, the bill can become a law without the President’s signature, a pocket veto.
What the Civil Rights Act of 1964 was passed the law also established an Equal
Employment Opportunities Commission.
The Civil Rights Act of 1964, also known as Title VII, prohibited discrimination in
employment; basis of race, color, religion, sex, national origin. During the early 1960’s
discrimination was everywhere, employment, voting, public places, education. President John F.
Kennedy was doing his best to stop the discrimination by addressing the nation, along with Dr.
Martin Luther King Jr. A year later, EEOC was established.
What are the primary functions of this commission?
11. EEOC primary function is to interpret and enforce the federal laws. The EEOC also
hands charges of discrimination from employees and act as a mediator between employees and
their employer.
The laws that the EEOC are responsible for; Civil Rights Act of 1964/1991, The Equal
Pay Act of 1963, Lilly Ledbetter Fair Pay Act of 2009, Genetic Information Nondiscrimination
Act of 2008, The Americans with Disabilities Act of 1990/2008, The Age Discrimination in
Employment Act of 1967, The Pregnancy Discrimination Act of 1978, and many more.
Guerin, L. J.D. talks about these primary roles for the EEOC in What Is the EEOC?
Regulations and guidance, Federal Employee Rights, charge processing. Regulations and
guidance is when the EEOC interpret new laws and set guide lines for them. Federal Employee
Rights is when someone feels they have been discriminated, harassed, and retaliated against they
can file a complaint with the EEOC. Charge process is where the EEOC decides how to proceed
with a case. Does the case have merit, was the employees’ right be violated, does the case need
to be investigated?
The EEOC is there for the protection of employees’ rights. It states this in Laws, Equal
Employment Opportunity Commission, “The EEOC assumes the responsibility of investigating
claims of employment discrimination and ensuring that federal laws prohibiting these practices
are enforced.”
References:
12. Equal Employment Opportunity Commission, (2017). Laws.com. http://elder-
law.laws.com/discrimination-workplace/role-of-equal-employment-opportunity-commission
U. S. Constitution Online (01/24/2010). http://www.usconstitution.net/consttop_law.html
13. QuestionFive
Please answer each of the following questions on Presidential Executive Orders separately.
What are Presidential Executive Orders? Why do Presidents use them rather than
going through Congress?
A Presidential Executive Order is an order given by the President that is legally binding,
that will help the agencies of the executive branch with operations. A Presidential Executive
Order does not have to go before Congress, the President is acting as head of the Executive
Branch. Most of the time, Presidents only write a Presidential Executive Order is there is a real
need for one or if they think it will be thrown out, as they can be controversy. ThisNation.com
states this about Presidential Executive Orders, “Many important policy changes have occurred
through Executive Orders…President Clinton has come under fire for using the EO as a way to
make policy without consulting the Republican Congress.” Liptak, K. (01/23/2017) states in
Executive orders: What Trump can and can’t do, “Each President also has the authority to
reverse executive actions that previous commanders-in-chief have handed down.”
If the President feels the is a law that needs to go in effect right away, they can around
Congress and do a Presidential Executive Order. President Executive Orders helps agencies of
the executive branch to manage operations within the federal government. The President may
choose a President Executive Order over going through Congress for fear that it would be thrown
out.
Here are some web sites that I found to be helpful;
Federal Register Readers Aids :: Insight Into FR Publications. www.federalregister.gov
the White House President Donald J. Trump. www.whitehouse.gov
14. An example of a Presidential Executive Order is Affirmative Action, EO11246. Why
did President Johnson enact an EO for AA rather than going through Congress?
President Johnson could see that the law was not working just right. President Johnson
felt that it would be effective if he had a Presidential Executive Order. The Executive Order
made sure that federal contractors did not discriminate employment decisions by race, color, sex,
sex orientation, national origin, gender identity. Hillsdale College Press states this about when
President Johnson signed the Executive Order, “Freedom is not enough. You do not wipe away
the scars of centuries by saying: Now you are free to go where you want, and do as you desire,
and choose the leaders you please.”
What is EO11246, Affirmative Action, and who is covered by it and is it intent?
EO11246, Affirmative Action was intended to help federal employees from being
discriminated against. The Civil Rights Act of 1964 covered the public employees, and not the
federal contracted employees. The federal contractors found a loop hole, this EO11246 closed
the gap to ensure that there was nondiscrimination in employment and recruitment. Unit 2
Lecture notes states this “Executive Order 11246 was passed to provide African Americans,
women, people with disabilities and other groups facing discrimination the ability to be fairly
represented. The intent was to correct the discrimination of the past.”
Reference:
15. Johnson, President (1966) Commencement Address at Howard University. Hillsdale
College Press. https://online.hillsdale.edu/document.doc?id=286
Liptak, K. (01/23/2017). Executive orders: What Trump can and can’t do. CNN politics.
http://www.cnn.com/2017/01/23/politics/donald-trump-executive-orders-executive-actions/
ThisNation.com, (n/a) What is an Executive Order? ThisNation.com.
http://www.thisnation.com/question/040.html
Unit 2 Lecture notes (2/2017). Unit 2: Human Resource Laws, Affirmative Action and
Diversity. MGT201- Human Resource Management.
https://post.blackboard.com/bbcswebdav/pid-3469842-dt-content-rid-
27541997_1/courses/MGT201.301122073670/Powerpoint%20Presentations/MGT201%20-
%20Unit%202%20Lecture%20Notes.pdf
16. QuestionSix
What is diversity in the workplace and how did it evolve?
Diversity in the workplace not only means having the different race and genders, but also
having different ethnic backgrounds and different generations. Kerby, S. and Burns, C.
(07/12/2012) states in The Top 10 Economic Facts of Diversity in the Workplace, “A diverse
workforce combines workers from different backgrounds and experiences that together breed a
more creative, innovative, and productive workforce.” The diversity in the workplace started in
the armed services by President Truman when he signs an Executive Order 9981. This Executive
Order required equality of treatment and opportunity. By the 1960’s the Civil Rights Act come
into play, prohibited discrimination based on race, color, religion, sex, national origin. Next
would be the Age Discrimination in Employment Act.
Diversity in the workplace has come a long way. Having a multi-generation and different
ethnic background along with the different genders have seen their ups and downs. The U. S.
Equal Employment Opportunity Commission has played a big part in the evolve of the diversity
in the workplace. Now with the help from the EEOC, we can keep the diversity going.
What are five major advantages of diversity in the workforce along with an
explanation on how the advantages help companies succeed?
The five major advantages of diversity in the workplace are as follows; increase in
productivity, increase in creativity, language skills, attract and retain talent, and positive
reputation. As you take these advantages and put them together you can create a great work
atmosphere. Multi-generations working together from different ethnic backgrounds can create
opportunity for many. Dickson, G. (06/23/2016) states in 5 Competitive Benefits of Diversity in
17. the Workplace, “Building a diverse workforce isn’t just beneficial; it’s a major factor of success
in the modern business landscape. Organizations that seek, celebrate, and embrace diversity have
several very real advantages over their competitors.”
Increase in productivity
Multi-generations and the different ethnic background can help increase productivity.
People work at different paces, and have different ways of doing things. When you bring them
all together, they can learn from each other.
Increase in creativity
Having people from different ethnic background and genders will help with the creativity
in the workplace. Everyone has their own way of looking at things or how they see things.
Language skills
I will look at my place of employment, we have a multi-generation, diversity in ethnic
backgrounds and they have their own way of talking. The older generation likes English, as the
younger generation talks in code. You ask them each a question, one says, “I do not know.” the
other says “IDK.”
Attract and retain talent
When a company is open to diversity it opens all kind of doors for them. Company can
look for the best talented employees no matter what age, ethnic background, sex, gender identity
they are. Company can see talent and not a label.
Positive reputation
18. Companies that by the EEOC guide lines will save themselves the heartache of lawsuits
brought on by discrimination. It will also help with the company’s reputation as being a great
place of employment.
References:
Dickson, G. (06/23/2016). 5 Competitive Benefits of Diversity in the Workplace.
Bonusly. http://blog.bonus.ly/5-competitive-benefits-of-diversity-in-the-workplace
Kerby, S. and Burns, C. (07/12/2012). The Top 10 Economic Facts of Diversity in the
Workplace. Center for American Progress.
https://www.americanprogress.org/issues/economy/news/2012/07/12/11900/the-top-10-
economic-facts-of-diversity-in-the-workplace/