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- 1. Running head: SLEEP TIGHT INN 2 2 SLEEP TIGHT INN 2 Week 7 Homework Sleep Tight Inn Sean Hall Prepared for: Dr. Nicole Runyon Park University 7/24/2019 The united states of America provide for a pre-employment test under various state laws as well as federal laws. Employees are required to be tested for alcohol and other substance abuse. However, some organizations come up with policies that
- 2. regulate how drug tests are done. The policies must be in line with the available state laws. Some states do not have laws that govern how drug tests are carried out (Farabee, Zhang, & Wright, 2014). Therefore, it is illegal to perform drug tests. For sleep tight inn to implement a drug test to its employees, it is critical the management considers whether there are legal frameworks that govern how drug tests will be carried out. The even though laws on drug test may vary from state to state, it is encouraged that drug tests are performed on all applicants. The law does not encourage selective employee drug tests. Apart from the pre-employment drug tests, the company is allowed to perform random drug tests even after the applicants are successfully employed. The federal government, as well as the state governments, provide legal frameworks that regulate substance and drug abuse. This gives employers the power to prohibit substance abuse under the constrains of the law (Sonnenstuhl, & Trice, 2018). The tests that are accepted by the law may include; blood drug and alcohol tests as well as legal marijuana and company drug testing. According to the above analysis, I would recommend that sleep tight Inn come up with a drug testing policy in the organization. The benefits that come along with a drug testing policy among them, ensuring quality services in the restaurant, ensuring that the organization conforms with the laws of the state as well as those of the federal government. Although a downside of it may be experienced as a result of employees feeling their private life meddled with through the drug tests, it is more beneficial to implement the policy. The role of human resource management is a strategic entity. This strategic entity is achieved by the proper organization of employees in an organization. Human resource management enables an organization to compete favorably win the market (Noe, et al, 2017). In the sleep tight in the scenario, the problem of lack of a competent human resource manager appears to be the main problem facing the organization. employment decisions are made by the employment department comprising
- 3. of the secretary and the employment supervisor. In this case, the organization experiences problems of acquiring the right personnel for the job. The human resource manager without the knowledge of the employee profiles as from employment cannot effectively match the employee skills to the job, they are more suited to. In this line, it is difficult to strategically position the organization where it can generate income to its potential by properly organizing human resources. Proper human resource practices advocate for formulation and implementation of policies that standardize processes within the human resource department. Policies are formulated depending on the business nature and the business strategies the organization wants to implement. Policies are important in enforced in the order they can help in creating an impact on the organizational goals set by the organization (Albrecht, et al, 2015). In the sleep tight in the scenario, there are no identified policies that govern the organization nor the human resource department. With no human resource manager in place, Mimi Clause the manager is observed to make arbitrary decisions on issues to do with her employees in a bid to treat them well. Here, the manager does not follow any policy, procedures or predefined guidelines. The lack of policies within the organization is a major misdemeanor and a breach of proper human resource practices. This forms the second major flaw of the Sleep Tight Inn restaurant. Training is a crucial aspect of human resource management. It is among the most vital human resource practices. Human resource department should make sure that there are budgets and other resources that provide for employee training. Training is important for employee career development (Cascio, 2015). The sleep tight inn scenario draws Ms. Mimi Clause as someone who wants to treat her employees in a good manner. Despite her willingness to do so, some flaws in employee treatment are established by the fact that there are no plans or structures put in place to enable employees to gain knowledge through training. This means that there is no career
- 4. development agenda for an employee working at the Sleep Tight Inn restaurant. The best human resource practices advocate for the independence of the human resource department. Independence meaning that the human resource department has its budgets, head, as well as independent micro policies and goals that drives the department forward (Stewart, & Brown, 2019). For the Sleep Tight inn case scenario, there is a thin line of a management structure with only the manager. The manager, in this scenario, is in charge of the human resource department with only the secretary and the employment supervisor helping him. For this reason, it is very difficult to have an independent human resource department. The manager takes care of all departments and therefore manages all the budgets. For this reason, it is difficult to have a focused workforce towards the goals and objectives of the organization. Concluding on this inference, it is important to have a Human Resource Department whose function is analyzing the various issues identified in the Sleep Tight Inn where we can make several recommendations; · Hire a human resource manager · Formulate and implement human resource policies · Perform continuous employee training References Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35. Cascio, W. F. (2015). Managing human resources. McGraw- Hill. Farabee, D., Zhang, S. X., & Wright, B. (2014). An experimental evaluation of a nationally recognized employment- focused offender reentry program. Journal of Experimental Criminology, 10(3), 309-322.
- 5. Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education. Sonnenstuhl, W. J., & Trice, H. M. (2018). Strategies for employee assistance programs: The crucial balance (No. 30). Cornell University Press. Stewart, G. L., & Brown, K. G. (2019). Human resource management. Wiley. Sheet1Exercise One DataData set onetime/sampleMeasure 1Measure 2Measure 3Measure 4Measure 510.50014234320.50010378760.49992015110.49983790680.500 295159920.49998107160.49986787140.49982000060.49990744 530.500177288630.49991716160.50003436360.49981453150.50 027458540.500217176840.50024462970.50005659090.4999451 3830.49997694360.499845451250.49969847160.49959829090.5 0013444510.50029376060.500102053860.50008641540.499769 12950.49983714730.49984127630.500145244570.4998970260.4 9996629990.50029301150.50027859140.499659377480.500047 4860.49974714020.50004500290.49970536740.500119439490.5 0001280220.50023845670.50010146260.50005976240.5000733 141100.50000907510.50021116650.49984686170.50030203090. 5000290041110.50011330780.49989353580.50021800280.5001 7413840.5000899265120.50014883620.50008959750.49985546 640.4998828470.5001633475130.49993650150.49968207630.50 000003250.49995733640.5001830349140.4998798440.5000511 3470.4997387370.49975259120.499898102150.5000820630.500 11804520.4997604950.50007092340.4999011672160.50012243 760.49999214890.50011831010.49993478320.5000934157170.5 0000928340.49952012730.50002398860.49981802930.4999745 919180.49999152390.50011081890.50011799570.50034023610. 4996877986190.50008801760.50010872040.49996534440.5001
- 6. 1112460.500171825200.49991828740.49978815670.499706988 50.4996833380.4994974176210.50014136680.499879660.49975 975640.50004321410.5001442352220.50011254550.499872019 0.49998917930.49990594840.5001304464230.49982142920.499 80569840.50007837080.50015710220.5000831607240.5000495 3140.50000022770.5000585740.50034438280.500168924250.50 008012490.49975198970.4997612650.49987571810.500040305 6260.50000839790.50015478460.50019152860.50016438220.49 98598609270.50031498220.50002534220.49978038920.499844 08980.4999709695280.50022834570.49977126930.4998836865 0.50003746220.5002623268290.50016342980.50005109380.499 97294680.49986925680.4999248691300.5000336340.50010886 420.49981782170.50028338290.5002705414Sample size = 300Data set 2Sample ## incorrect Size111.00211.00312.00412.00510.0069.0076.00811.00915.001 012.001112.001214.001310.00148.001512.00169.001711.00181 1.001911.002013.002115.002213.00239.002411.002513.00Data set 3 Sample size per sample = 300Sample ## incorrect Size1132193144155156167118139151014111812131314141815 131616171318151916201421132215231624132512Data set 4time/sampleMeasure 1Measure 2Measure 3Measure 4Measure 510.50000735030.50007961050.50011604580.50012511860.499 968419920.4998454410.49958498260.50006211280.500425650 60.500141914930.5001664250.50026768440.49998601450.4997 9337580.500121737140.49990856470.50003932820.500071881 0.50003827810.500215177950.500424390.50019428510.499864 77720.50002825740.500183505760.5003292770.5002301520.50 028557220.50010656490.499601615670.49992784950.5002891 5110.49998647960.49976801470.499782479280.50011460680.4 9992905370.49995160860.49993207090.500106443990.500124 63630.50015480580.50008037610.50014086120.500138590810 0.50044883310.50028769130.49993564630.49992591540.50017 93866110.49995363480.49987836880.50002058960.500262485 80.5000002462120.50019264050.50014660330.50030641370.49 998560880.4997630568130.50014051980.49996210060.500344 75290.4999711570.5002993978140.49997282120.50003791430.
- 8. Prepared for: Dr. Nicole Runyon Park University 7/18/19 6. Mr. Jones would like to overhaul the selection system. He would like you to select one of the following jobs at the resort: housekeeper, front office customer service representative, or front office supervisor. Once you have selected a job, develop a sample ability test for the position that you have chosen. One of the major problems that Jones has encountered is a lack of human resource practices. Human resource practices main involve the evaluation system. Most of the human resource issues were dealt with by the employment department that constituted the employment supervisor and the secretary. Poor allocation of the employee was also a major problem facing the organization, (Noe, et al., 2017). The company had 300 full- time staffs and 100 seasonal workers in different job categories. To solve this, the company must have a human resource team that is responsible for dealing with employment issues. The company should also develop policies. The human resource team should be aware of federal employment laws. The human resource team will develop roles in the organization, (Boxall & Purcell, 2016). Depending on the size of the company it can have one person as the human resource manager or a team in this case however since we are dealing with more than 300 employees it is important to have a team, (Legge, 2015). Recommendation • Development of human resource policies. Policies are used as a guideline by managers as well as supervisors when
- 9. managing employees. • Equal opportunities policies should be developed to avoid discrimination • A human resource team should be established • The human resource team should come up with a hiring or recruitment procedure that is not biased. • Human resource practices should be implemented in the organization. Housekeeping Housekeeping can be employed in hotels or private homes. A sample ability test for the position involves the duties as well as the responsibilities. We want to hire a housekeeper to join our cleaning team. One of your major responsibility is to clean the room, dispose of trash, to change beds, cleaning common areas, and keeping the maintenance department aware of any issue. You should have an eye for cleanliness. Moreover, you should be able to lift at least 25 pounds. House keeper responsibility. Dispose of and collect trash. Sweep, mob, scrub, and polish the floor. Vacuum clean rugs, carpets, and draperies. Polish and dust fittings and furniture. Clean metal fixtures Wash mirrors, washrooms, showers, and tubs. Wipe down or clean glass surface. Change beddings and make the beds as required. Tidy the room, (Arthur, 2017). Clean windows. Separate clothes, clean them, and load to the washing machine. Observe and report damaged property: Press and Iron linen and clothing. Fold clean clothes. I am maintaining all cleaning materials and equipment in sanitary and safe working condition. Reporting and monitoring necessary replacements as well as repairs. Report any safety hazard or maintenance issue. Restock and organize cart. Follow company security and safety procedures. Replace laundry bags. Respond to the request of the client. I am restocking cleaning supplies like shampoos, soaps, mini bar, and drinking glasses. Follow the company’s policies on storing dirty laundry. Knowledge and skills.
- 10. The minimum qualification a housekeeper is a high school diploma. He or she should be knowledgeable about sanitation and cleaning techniques, products as well as methods. He or she should know about cleaning sensitive materials or equipment. He or she should have physical stamina and mobility, including the ability to bend for a long time, kneel, and reach. Also, He or she should have the ability to push, pull, and lift required loads. Work well under minimal supervision, (Armstrong, 2016). Ability to manage your time effectively. He or she should be hardworking — the ability to interact positively with hotel guests and maintain a professional appearance. Key competence You should pay attention to the details. You should be reliable and have good listening skills. You should be good at planning and organizing. Honesty, integrity, and team work. Reference Armstrong, M. (2016). A handbook of human resource management practice. Kogan Page Publishers. Arthur, J. B. (2017). Effects of human resource systems on manufacturing performance and turnover. Academy of Management journal, 37(3), 670-687. Boxall, P., & Purcell, J. (2016). Strategy and human resource management. Macmillan International Higher Education. Legge, K. (2015). What is human resource management? In Human resource management (pp. 62-95). Palgrave, London. Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
- 11. Running head: SLEEP TIGHT INN 1 SLEEP TIGHT INN 2 Week 5: Homework Sean Hall Prepared for: Dr. Nicole Runyon Park University 7/10/19 Sleep Tight Inn Scenario Question 5:Mr. Jones would like to overhaul the selection system. He would like you to select one of the following jobs at the resort: housekeeper, front office customer service representative, or front office supervisor. Once you have selected a job, develop 3 sample behavioral based questions and 3 situational based questions with anchored rating scales. You will also need to include a sample reference check form that you have developed for the Sleep Tight Inn. I have selected housekeeping because it is just as important as a manager or supervisor. I believe it is the housekeeping which keeps the rooms clean and fresh. Without them, a resort can turn in to a chaos in no time. Behavioral based questions:
- 12. Q1: as I can see in your resume, you have been working as a house keeping for quite some time now. Imagine you are in such situation where you know you have committed an error but someone else is being blamed. Would you own your mistake or let the other person take the fall for that? Q2: You are doing excellent work as per the requirements. No complains of whatsoever but your supervisor is not happy and he want you to change your style? Would you agree to change since he or she is your boss or argue to prove yourself correct? Q3: explain how you intend to use your strong points and weak points in your work? will you be able to overcome your shortcomings and overpower them with your strong points. What do you do to control your temper as housekeeping have to face several tough situations? Situation based question: Q1: say, a guest is overly drunk and behaving inappropriate with you. How would deal with such situation? Would you report that guest or deal with the situation yourself? Q2: how would you behave when your fellow is not behaving appropriately with you over some issue in front of the guests? Would you bring the matter to your supervisor or try to reason with her or him? Q3: imagine a situation where you are asked to do a task which is outside the requirements of your housekeeping. That task is important and hold importance for the owner. Since you are a reliable worker, that is why he asked you to do it. would you fulfil the task or excuse away and ruin the chance of success? Anchored rating scale: Reference check form:
- 13. Purpose: A reference check is a valuable tool in the recruitment process to verify facts and obtain additional information about the candidate. All sections should be completed to be considered a valid reference. Indicate N/A if the question is not applicable. Applicant Name: _______________________________ Date of Reference Check: ___________________ Person Checking Reference: ______________ Reference Name: _______________________ Reference Organization: _________________ Relationship to the Applicant: supervisor Peer other (Specify) Dates of Employment: From: ________________ To __________ Salary: _______________ Position: _____________________ Nature of the Job of the Applicant: ___________________________ Reason of why leave the job: voluntary involuntary Reason(s): Rank the applicant in the following categories according to the caliber: Response to supervision Poor Fair Good Very good Excellent N/A Attendance Poor Fair Good Very good Excellent N/A
- 14. Dependability Poor Fair Good Very good Excellent N/A Ability to follow orders Poor Fair Good Very good Excellent N/A Quantity of work Poor Fair Good Very good Excellent N/A Quality of work Poor Fair Good Very good Excellent N/A Responsibility Poor Fair Good Very good Excellent N/A Additional question:
- 15. Any reports about disciplinary action? If any, explain. Any performance issues? If any, explain. Candidate’s strong points. Candidates weak points. If given chance, would you rehire the candidate? Yes No Any additional comment(s). References References: Simpson, M. (n.d.). Behavioral Interview Questions and Answers 101 Retrieved from www.theinterviewguys.com: https://theinterviewguys.com/behavioral-interview-questions- and-answers-101. Running head: JOB ANALYSIS 1 JOB ANALYSIS 2 JOB ANALYSIS 2 Week 2: Homework Sean Hall Prepared for Dr. Nicole Runyon Park University
- 16. Date: 6/18/19 JOB ANALYSIS 2a. Select a method of job analysis and design a form for how the method yields WRCs. To determine the job content, job context as well as job requirements, a keen observation of the operation is necessary so as to come up with the WRCs yielding from analyzing and designing the job. The job content details the various activities executed by an individual in that specific assignment. This activity is executed by an individual in the capacity of this task hired. Through thus job content specification, the acceptable as well as desirable output level can be established. This description hence determines the training required for an employee to execute these tasks. The job context essentially details the working conditions (Marinova et al, 2015). Through the observation a competent analyst will observe the employee in this section and have a detailed report of the tasks done optimally as well as those not done appropriately thus determine the optimality of the work done in this section as well as the method used to undertake these tasks, as well the competency of the task executer to execute these tasks efficiently. To avoid errors of differences in personal analysis and observation of the observe and eliminate detrimental biases, and come up with the most genuine results, the observation should be guided by a guideline clearly defining the observation points of the observer. The observation of a front office customer service representative should be intense on the definition of work behaviors that result in performance (Landau et al, 2017). Through this analysis then stipulates the following merits which define effectiveness of the employee: · Information related to the job. · Creation of job employee fit. · Effective practices for the purpose of hiring are created.
- 17. · Set the guideline for appraising of employee as well as evaluating performance. · Analyzes the development and training requirements. · Sets the guideline for the compensation plan for this job within the job description specifications. 2b. Identify 3 sample WRCs for either front office customer service representative, front office supervisor, or housekeeper. The front office customer service representative has the duties of; · greeting and welcoming guests as well as answering their questions and complaints · keeping the neatness and tidiness of the front desk at the best HRM practice levels as well as equipping it with the necessary materials for efficient operation. · Receiving all incoming communications from the clients in call form or in form of documents, parcels, letters and dispatching the messages to the relevant recipients. · Keeps the office records and updates them as well as office supplies and place orders. · Takes other official duties allocated to them whenever necessary to suit work purposes. Three sample WRCs which can be utilized to test the operation of the front office customer service representative are activity sample, test sample as well as the performance test sample. The activity samples do the statistical determination of the quantity of time spent by the worker in doing a specified activity or activities under a particular category. Through the activity sample, responsibilities are quickly analyzed and the recognition of the enhancement opportunities defined through the study of the actual work flow (Morgeson et al, 2019). The test sample utilizes sampling choose and sample techniques whereby a sample of the study units is analyzed and the extensive study on this chosen unit is used to come up with recommendations for the rest of the related units to enable optimal operation of the units to achieve the most efficient results of the operation of the front office customer service
- 18. representative for this case. The performance sample on the other side, determines the optimal operational through the study of how responsive the employees are at certain operational parameters. Thus, the quality attributes of the employee can be measured and hence adjusted to achieve higher operational efficiency. References Landau, K., & Rohmert, W. (Eds.). (2017). Recent developments in job analysis (Vol. 24). Taylor & Francis. Marinova, S. V., Peng, C., Lorinkova, N., Van Dyne, L., & Chiaburu, D. (2015). Change-oriented behavior: A meta- analysis of individual and job design predictors. Journal of Vocational Behavior, 88, 104-120. Morgeson, F. P., Brannick, M. T., & Levine, E. L. (2019). Job and work analysis: Methods, research, and applications for human resource management. Sage Publications (2016). Running head: SLEEP TIGHT INN 1 SLEEP TIGHT INN 2
- 19. Week 4 Homework Sleep Tight Inn Sean Hall Prepared for Dr. Nicole Runyon Park University 7/2/19 Sleep Tight Inn Question 4A: Mr. Jones knows that the resort is covered by the Immigration Reform and Control Act but that Mimi Clause did not follow the law. He specifically wants to know what must be done to comply with the law. What should be done about the lack of records on the current employees? What should be done if he finds employees who cannot meet the legal requirements?In the labor sector, there are several legal frameworks that guide institutions during the recruitment process. Employee information is among the key aspects an organization is supposed to hold dear. Employee details such as personal details, contact details, employment details, payroll records, job details as well as information pertaining to awards and achievement every employee have (Penn, & Pennix, 2017). This information helps the organization identify employees who meet the thresholds that are laid out under various legal frameworks that the organization works under. This paper will review various issues pertaining to employee information in
- 20. recruitment and how it helps the organization fulfil the legal demands it is obligated to. Mr. Jones and his human resource management team should perform several tasks. An audit of the documents presented by employees during recruitment should be done. This will help the human resource department identify fake documents. Incomplete records should be filled while appropriately. Correcting these documents significantly reduces the risk of legal actions against the organization. the information should be clear, legible and easier to read. Employee information sections should be duly filled. Once the recruitment staff identify fake documents. The respective employees should be handed over to the respective legal entities available. Documents that are hard to read, there is no action to take regarding this occurrence. The guidelines provided by the emigration department dictate that the organization is no ability to determine the genuinely of documents based on photocopies of those documentations (Clark, George, & Lloyd, 2018). The guidelines indicate that the employer should not request documentation from an employee primarily because the photocopies of their documents are unclear. The organization can then verify the social security numbers of employees in the organization. The social security administration offers verification techniques that help to match the employee’s social security numbers with their names. This process is helpful for identifying the legality of employee’s presence in the organization. employees who do not meet the required thresholds should be given notices to provide necessary documentation or dismissal altogether. Question 4B: In the past the Resort has used a simple selection process. Applicants for vacancies complete an application blank that is screened by the secretary. The employment supervisor or the department manager then interviews the successful applicants. In some instances, departments used additional tests which were developed at the Resort. The employment supervisor maintains some background information but not on a
- 21. consistent or structured basis. Mr. Jones wants to know if we can use the tests created at the Resort and how to make them more legally defensible? Pre-employment testing helps an organization to perform a recruitment process that is justifiable within the constraints of the law as well as ensuring equitability along with ensuring that the recruitment process is objective. Tests that test skills and traits that are oriented to the job vacancy in consideration are more legally justifiable. For this reason, we shall make assessments of issues to do with recruitment tests to identify how to make them defensible. Mr. Jones should ensure that the resort's recruitment procedure is in line with the uniform guidelines on employee selection procedures. First, the organization needs to identify the principles that are uniform with regard to testing and selection. These principles should primarily be guided by the ethics enshrined in employment commissions such as the equal employment opportunity commission (Noe, Hollenbeck, Gerhart, & Wright, 2017). The principles of the federal government should also be considered while making an organization’s internal principles. Employment decisions in testing, selection and promotions, hiring as well as retention should be followed in a consistent manner. Licensing and certifications provided under the federal laws are a key component in testing as well as selection. Where selection procedures are in place, it is easy to establish a legitimate interest in the job vacancies in an organization as well as building trustworthy workmanship in an organization. The impact of information is insurmountable in an organization. the organization should hold important information concerning their employees that indicates the impact of the tests they perform on their employee’s information retained on unsuccessful applicants can be used to prove that no bias methods were used in the recruitment process. Employee records kept can be grouped according to
- 22. age, sex, ethnic affiliations as well as race (Sankar, & Parker, 2017). These records will always help the organization in justifying their employment quotas based on recorded statistics. The organization should moreover, consider having a policy on equal employment opportunity. Federal enforcement agencies will always consider the general principles an organization has in ensuring an equal opportunity are afforded to people from all subsets of society. In conclusion, the information, in this case, is viewed as the most important item for guaranteeing that the organization shields itself from legal risks. Information coupled with good principles will guarantee efficient human resource management of the institution. References Clark, K., George, A., & Lloyd, K. (2018). Trust (Your Employees), but Verify (What They Are Doing) and Keep the Verification. Home healthcare now, 36(2), 132-133. Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education. Penn, I. A., & Pennix, G. B. (2017). Records management handbook. Routledge. Sankar, P. L., & Parker, L. S. (2017). The Precision Medicine Initiative’s All of Us Research Program: an agenda for research on its ethical, legal, and social issues. Genetics in Medicine, 19(7), 743.
- 23. Running head: SLEEP TIGHT INN 2 2 SLEEP TIGHT INN 2 Week 7 Homework Sleep Tight Inn Sean Hall Prepared for: Dr. Nicole Runyon Park University 7/24/2019 The united states of America provide for a pre-employment test under various state laws as well as federal laws. Employees are
- 24. required to be tested for alcohol and other substance abuse. However, some organizations come up with policies that regulate how drug tests are done. The policies must be in line with the available state laws. Some states do not have laws that govern how drug tests are carried out (Farabee, Zhang, & Wright, 2014). Therefore, it is illegal to perform drug tests. For sleep tight inn to implement a drug test to its employees, it is critical the management considers whether there are legal frameworks that govern how drug tests will be carried out. The even though laws on drug test may vary from state to state, it is encouraged that drug tests are performed on all applicants. The law does not encourage selective employee drug tests. Apart from the pre-employment drug tests, the company is allowed to perform random drug tests even after the applicants are successfully employed. The federal government, as well as the state governments, provide legal frameworks that regulate substance and drug abuse. This gives employers the power to prohibit substance abuse under the constrains of the law (Sonnenstuhl, & Trice, 2018). The tests that are accepted by the law may include; blood drug and alcohol tests as well as legal marijuana and company drug testing. According to the above analysis, I would recommend that sleep tight Inn come up with a drug testing policy in the organization. The benefits that come along with a drug testing policy among them, ensuring quality services in the restaurant, ensuring that the organization conforms with the laws of the state as well as those of the federal government. Although a downside of it may be experienced as a result of employees feeling their private life meddled with through the drug tests, it is more beneficial to implement the policy. The role of human resource management is a strategic entity. This strategic entity is achieved by the proper organization of employees in an organization. Human resource management enables an organization to compete favorably win the market (Noe, et al, 2017). In the sleep tight in the scenario, the problem of lack of a competent human resource manager appears to be
- 25. the main problem facing the organization. employment decisions are made by the employment department comprising of the secretary and the employment supervisor. In this case, the organization experiences problems of acquiring the right personnel for the job. The human resource manager without the knowledge of the employee profiles as from employment cannot effectively match the employee skills to the job, they are more suited to. In this line, it is difficult to strategically position the organization where it can generate income to its potential by properly organizing human resources. Proper human resource practices advocate for formulation and implementation of policies that standardize processes within the human resource department. Policies are formulated depending on the business nature and the business strategies the organization wants to implement. Policies are important in enforced in the order they can help in creating an impact on the organizational goals set by the organization (Albrecht, et al, 2015). In the sleep tight in the scenario, there are no identified policies that govern the organization nor the human resource department. With no human resource manager in place, Mimi Clause the manager is observed to make arbitrary decisions on issues to do with her employees in a bid to treat them well. Here, the manager does not follow any policy, procedures or predefined guidelines. The lack of policies within the organization is a major misdemeanor and a breach of proper human resource practices. This forms the second major flaw of the Sleep Tight Inn restaurant. Training is a crucial aspect of human resource management. It is among the most vital human resource practices. Human resource department should make sure that there are budgets and other resources that provide for employee training. Training is important for employee career development (Cascio, 2015). The sleep tight inn scenario draws Ms. Mimi Clause as someone who wants to treat her employees in a good manner. Despite her willingness to do so, some flaws in employee treatment are established by the fact that there are
- 26. no plans or structures put in place to enable employees to gain knowledge through training. This means that there is no career development agenda for an employee working at the Sleep Tight Inn restaurant. The best human resource practices advocate for the independence of the human resource department. Independence meaning that the human resource department has its budgets, head, as well as independent micro policies and goals that drives the department forward (Stewart, & Brown, 2019). For the Sleep Tight inn case scenario, there is a thin line of a management structure with only the manager. The manager, in this scenario, is in charge of the human resource department with only the secretary and the employment supervisor helping him. For this reason, it is very difficult to have an independent human resource department. The manager takes care of all departments and therefore manages all the budgets. For this reason, it is difficult to have a focused workforce towards the goals and objectives of the organization. Concluding on this inference, it is important to have a Human Resource Department whose function is analyzing the various issues identified in the Sleep Tight Inn where we can make several recommendations; · Hire a human resource manager · Formulate and implement human resource policies · Perform continuous employee training References Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35. Cascio, W. F. (2015). Managing human resources. McGraw- Hill. Farabee, D., Zhang, S. X., & Wright, B. (2014). An experimental evaluation of a nationally recognized employment-
- 27. focused offender reentry program. Journal of Experimental Criminology, 10(3), 309-322. Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education. Sonnenstuhl, W. J., & Trice, H. M. (2018). Strategies for employee assistance programs: The crucial balance (No. 30). Cornell University Press. Stewart, G. L., & Brown, K. G. (2019). Human resource management. Wiley. Running head: SLEEP TIGHT INN 1 SLEEP TIGHT INN 2 Week 3: Homework Sean Hall Prepared for: Dr. Nicole Runyon Park University 6/28/19
- 28. Sleep Tight Inn Case Scenario Question 3a: Ma Clause has been receiving pressure from several local organizations to develop an affirmative action program. While the resort does not have any government projects, she feels that an AAP would be in the best interest of the resort. Mr. Jones wants you to provide a summary of AAPs along with an audit procedure for evaluating the current situation and establishing goals. Affirmative action program in an organization is aimed at giving favors to a set of people or a defined group that by historical evidence has been discriminated or disadvantaged. For example, jobs opportunities are reserved for people who are disadvantaged in society such as people with disabilities. An affirmative action program seeks to promote transparency in an organization with facts about recruitment laid bare for the public. People who miss opportunities are notified of the reasons why they were rejected through this program (Leslie, Mayer, & Kravitz, 2014). In some cases, affirmative action plans are enshrined in the law. Sleep tight resort may choose to put in place an affirmative action program in a bid to diversify its workforce as well as fulfilling the various factors of hiring. In order to put in place an effective affirmative action program, the human resource manager of Sleep Tight resort needs to perform various tasks. First, the human resource manager requires to do an internal audit to determine the different sets of people in the organization workforce. Sets of people could be determined by age, sex, race or even disabilities. After doing this internal audit, the human resource manager will then identify the quota of people groups that is largely disadvantaged (Wilkins, & Wenger, 2014). After this identification, the human resource manager will then go ahead to look at the legal thresholds set by the law by performing an external audit. After performing the external audit, the human source manager can come up with an affirmative action that will fulfil the needs in the organization. Evaluation of the current situation will be
- 29. done from the statistics obtained from the audit. Establishment of affirmative action goals will be determined by establishing the number of opportunities in the organization and matching them with the number of vacancies in the organization. Considering the availability of potential employees from the identified disadvantaged groups is also important. Question 3b: Recently several disabled individuals applied for jobs at the resort. Out of panic all were hired by the managers. Mr. Jones now wants to know the Resorts responsibility under the law and a recommended course of action. The resort is under the law obligated to promote affirmative action. Social affirmative action is one primary area where companies under the law are required to fulfil. Social demographics defined by for example permanent employees (Hepple, 2014). Some demographics of an organization may dictate that the employees go for annual leave for a stipulated amount at least. These are primarily a requirement by law that the organization has to follow. Any affirmative action program designed by the company should follow the legal obligation to the letter. Organizational demography may be a requirement required by law. This type of affirmative action dictates that the organization must have certain positions that are set aside for disadvantaged members of the society. In this case, the organization is obligated for example to set aside several positions in management. The law may dictate that for every three leaders in a management hierarchy, at least one of them should be from a different gender. This helps in ensuring that there is gender balance in the organization. Social demographics-based affirmative action is based on several aspects. Gender, race as well as race are included in this kind of affirmative action. Legal frames work implements this kind of demographics to ensure a holistic affirmative action program is realized. For this reason, the organization is obliged to fulfil these demands (Park, & Liu, 2014).
- 30. In this case, Mr. Jones should do an audit of all the legal frameworks that are required to be fulfilled by the organization. after determining the legal frameworks, Mr. Jones will go ahead to analyze the various obligations the organization is supposed to fulfil and then try to seamlessly fit the recently recruited employees into the organization and put measures that will help come up with an effective affirmative action program. References Hepple, B. (2014). Equality: The legal framework. Bloomsbury Publishing. Leslie, L. M., Mayer, D. M., & Kravitz, D. A. (2014). The stigma of affirmative action: a stereotyping-based theory and meta-analytic test of the consequences for performance. Academy of Management Journal, 57(4), 964-989. Park, J. J., & Liu, A. (2014). Interest convergence or divergence? A critical race analysis of Asian Americans, meritocracy, and critical mass in the affirmative action debate. The Journal of Higher Education, 85(1), 36-64. Wilkins, V. M., & Wenger, J. B. (2014). Belief in a just world and attitudes toward affirmative action. Policy studies journal, 42(3), 325-343. Running head: SLEEP TIGHT INN 1 SLEEP TIGHT INN 2
- 31. Week 1: Sleep Tight Inn Sean Hall Prepared for: Dr. Nicole Runyon Park University 6/14/2019 Question 1a. Mr. Jones wants to know why you are recommending a formal selection program when the informal system they currently use is less expensive and seems to be working? Informal recruitment method is effective in this aspect as it is considered more cost-effective than the corresponding formal recruitment methods. Informal recruitment methods keep away many willing potential employers and select from a small group of people who learn about the recruitment process. Informal recruitment is cost-effective in such a way that it keeps desists from advertising processes that are expensive. Informal recruiting processes at their best use free source social media that does not incur any advertising costs on the company. This method is commonly known as soft marketing with social media as other social networking platforms applied for this course (Elin & Kenny). The bidding time of recruitment process is equally shortened by an informal process. Informal recruiting processes are short and precise. Application tracking software is used in capturing potential employee key data from a talent pool. The data is captured and stored for future use. In case of recruitment opportunities, the recruitment is done from the pool of talent captured by the applicant tracking software. This recruitment method, however, has several misdemeanors. It
- 32. lacks clear guidelines of how the recruitment process is done and lacks a paper trail of employee skillset and recruitment details. In formal setups of recruitment, the maximum benefits of recruitment can be realized. This can be done using a formal select program. A formal recruitment process has strengths in the sense that it emphasizes on having the right job specification and the right advertising strategy that enables an organization to acquire the right employees. Formal recruitment stress on acquiring the right workforce along with using technology to manage the acquired workforce. After the choice of required talent, the human resource manager is able to keep an inventory of other talents that can be considered when a need or opportunity for them arises. For this reason, the formal program of recruitment recommended by Mr. Jones would help solve issues of recruitment effectively. Question 1b. Mr. Jones wants to know if the Sleep Tight Inn should use performance appraisal data to promote its employees? Why or why not? Promotion is a key aspect of employee life. Issues with the promotion are sensitive and should be handled with a lot of care. Promotion makes the employee feel recognized of their performance and makes them feel motivated in their way of hard work as well as providing services to the organization. Promotion raises the employee's status as well as giving the employee more responsibility in the institution they are working in. The promotion also guarantees an employee better rates of salary as well as greater skill acquirement. In a review, we can make observations that promotion can either be vertical or horizontal in nature (Sarboini 105). However, some promotions may be done without increasing the salary rates of employees. The dynamics used in promoting employees solely lie on the human resource manager style of management as well as decisions. Considering the factors of promotion, it would be brilliant to us performance for the promotion of employees in Sleep Tight Inn.
- 33. Performance appraisal that is based on one's standard performance to the actual performance can be done. Appraisals provide an opportunity for managers to review employee work- related behavior which forms one basis of promotion. Performance appraisal also forms a key component in an organization’s career planning process. It gives employees the chance to review their career plans while considering their strengths and abilities. A combination of performance appraisal and promotion will help the organization to improve its performance. The fact that promotion based on performance appraisal does not take into consideration of age or gender issues makes it an appropriate method. It ensures that employees are promoted based on competency. Performance appraisal is a continual process and therefore gives the employee as well as management a chance to review their promotion candidates more often. This ensures that all employees get a fair opportunity for consideration for promotion. References Bjarnegård, Elin, and Meryl Kenny. "Revealing the “secret garden”: The informal dimensions of political recruitment." Politics & Gender 11.4 (2015): 748-753. Sarboini, Sarboini. "Performance of Employees and Impact on Promotion of Position." Journal Ilmiah Peuradeun 4.1 (2016): 103-114.