HRM 225 4 Assignment

Graded Individual Assignment: HRM Models and the Roles of HRM  Unit 6: HR Models and The Role of HRM Due Date March 20 10.55JA time 11.55 EC time 35%  We are now almost 2 years into the pandemic and it is quite clear that the role of HR has changed/expanded.  Based on your readings, research and experience state in no more than 1050 -1200 words areas how the role of the HR professional has changed/expanded during the pandemic in the area of    1) Health & Safety  (2) Technology  (3)  Policy  (4)  Productivity

Part 1: Case Analysis Read the discussion forum below, which shows several employees' posts about how to develop a better performance review system. Then, answer the questions that follow. Jackson: Hi team, this week we’ll use this forum to discuss our performance review system. Specifically, we want to explore the benefits and drawbacks about the timing of our reviews. Currently, our reviews are conducted annually. The HR team wants to know what we think about quarterly reviews. The HR team wants us to share our views with them by September 10. Cynthia: I’ve never experienced quarterly reviews before, so it’s hard for me to say if that’s better. My hunch is quarterly reviews would be more fair and helpful. But, I also assume they take a lot of extra time for our managers. @Erin I think your last company held quarterly reviews. What are your experiences with more frequent reviews? Has anyone else worked at a company with more frequent reviews? Tell us what it was like. Erin: @Cynthia…

Specifically, what should the Carters cover in their new employee orientation program, and how should they convey this information? In the HR management course Jennifer took, the book suggested using a job instruction sheet to identify tasks performed by an employee. Should the Carter Cleaning Centers use a form like this for the counter person’s job? If so, what should the form look like, say, for a counter person? Which specific training techniques should Jennifer use to train her pressers, her cleaner/spotters, her managers, and her counterpeople? Why should these training techniques be used?

Situation: The hiring committee made a job offer to Sharon Adams, and she accepted. She will start her new job in three weeks. As IT department intern, you were asked to set up an orientation for her, including meetings with human resources, users, and the IT team. She also would go on a tour of the company, and confirm a security clearance. After thinking about this, you come up with a suggested orientation schedule,as follows:First, Sharon would meet with human resources to learn about company benefits and policies (3 hours). When that meeting is over, she could handle three tasks at once: she could tour the company offices (4 hours), meet with users (3 hours), and work on the necessary paperwork (2 hours). After the tour and user meetings, she could meet with the IT managers (1 hour). Then, after meeting the IT managers and with all the paperwork completed, she would meet with the entire IT team for a brief iintroduction(1 hour).   Challenge Task: a. Prepare a work breakdown…

Arun Gupta, the VP – HR of ‘Synoptic Tech Solutions Ltd’ assigned the task of assessing the effectiveness of its human resource planning to the HR Department. However, his team informed him that this assessment is not going well as they had expected. Keeping this context in mind, answer the following: a. The HR department is facing certain problems in human resource planning. Explain what barriers you think they are facing in effective implementation of human resource planning. Give some suggestions on how to overcome them. b. What suggestions will you give them for forecasting human resource requirements in case the company plans to expand? Suggest any 3 methods. Which one do you think is most effective for an IT firm?

1. Selection is the process of picking or choosing the right candidate, who is most suitable for a vacant job position in an organization. The selection of a right applicant for a vacant position will be an asset to the organization, which will be helping the organization in reaching its objectives. You are HR manager in Telecommunication Company and how do you conduct selection process for your company and how to train your new employees to be familiar with your organization. 2. Job analysis is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization. Suddenly, secretary of your CEO turnover and now your CEO needs new secretary. Your task is to create job description and job specification for this position explicitly because you take the responsibility of HR manager of Amara Hotel which is 5star level and locate in Yangon. After two weeks when you advertise vacant position, few people apply for this position. In this…

Assume you are the HR Manager of an organization and you were assigned to prepare a jobdesign for the position of a Secretary and a Messenger.1. Create the job specifications/requirements for the 2 jobs that will be advertised in anewspaper.2. Prepare the job descriptions of a Secretary and a Messenger.

HRM - CASE STUDY Praveen’s Human Relations’ Dilemma Joseph is a supervisor in the Design Department of Advent Engineering Company. Henry is in charge of the Model Shop. Both are with the company for the past five years. They graduated from the same institute and knew each other fairly well. They hold equal positions and received the same level of compensation. Joseph and Henry report to Praveen who manages the Design Department. Due to other responsibilities, Praveen has given scant attention to the work of the Design Section and the Model Shop and has spent little time with his men. In his opinion, both are good and know their jobs well and so why bother. I can rely on them since both are responsible people. Joseph and Henry were good friends for the past couple of years, they were having bitter arguments over technical matters, and the division of responsibility for jobs was handled by both departments. Praveen has some knowledge of this situation but has ignored it since it is not…

HRM - CASE STUDY Praveen’s Human Relations’ Dilemma Joseph is a supervisor in the Design Department of Advent Engineering Company. Henry is in charge of the Model Shop. Both are with the company for the past five years. They graduated from the same institute and knew each other fairly well. They hold equal positions and received the same level of compensation. Joseph and Henry report to Praveen who manages the Design Department. Due to other responsibilities, Praveen has given scant attention to the work of the Design Section and the Model Shop and has spent little time with his men. In his opinion, both are good and know their jobs well and so why bother. I can rely on them since both are responsible people. Joseph and Henry were good friends for the past couple of years, they were having bitter arguments over technical matters, and the division of responsibility for jobs was handled by both departments. Praveen has some knowledge of this situation but has ignored it since it is not…

ABC (U) Ltd has been experiencing significant HR challenges. Employees are often forced to do their work. Turnover in the last five years have increased from 10% to over 30%. Absenteeism rate stands at 18%. An exit interview commissioned by the Board of Directors revealed the following: the reward system is not linked to performance; most employees do not know the mission of purpose of the tasks they are assigned; managers are overbearing, demanding that employees must always consult them for any work they do and often do not provide feedback to employees about their performance and potential for career growth; while team work is not treasured, many employees work do overlap. In some departments such as the production unit, the work is overly repetitious and could better be automated. The concusltant who conducted the exit interview believes that the problem at ABC (U) Ltd is a HR planning problem. Do you agree? Suggest solutions that may address the issues raised in the exit…

1. What are the advantages and disadvantages of extending Maura Currier’s leave?2. If you were the human resource director, would you grant her request? Explainyour answer.   The Medical Leave Problem (FMLA)Maura Currier has been working for ComputerTech for four years as a lead supervisor.During the past two years, Currier’s mother has needed frequent medical attention forher diabetes. Being the only child, Currier has helped her mother, Jane Currier, as oftenas her work schedule would allow. Unfortunately, during the past two years, hermother’s condition has worsened.With the passage of the Family and Medical Leave Act (FMLA), Currier asked the firmfor, and was granted, an unpaid leave to care for her mother in accordance withcompany policy (see the policy in Exhibit 4.9). The agreement stated that Currier couldmiss work every Friday for 60 weeks rather than take off 12 straight weeks. At the endof 60 weeks, Currier returned to work full time and immediately began missing work tocare…

Superior Products Company has recently hired a new HR assistant, Virginia Fisher, who just received a college degree. Frederick Mills, the HR Director, was extremely pleased to find someone who had some familiarity with basic management concepts because he was the entire HR department except for a clerk-typist. During the interview Frederick emphasized that he planned to have Virginia function as his assistant and that she would be doing some interviewing and be responsible for maintaining employee records. Because Superior has over 300 employees, Frederick had been too busy to prepare anything resembling a job description except for some scrawled notes on the back of an envelope.              Everything went fine for the first week for Virginia. On Monday of the second week, Frederick called Virginia into his office and explained that there was another minor duty that he had not mentioned to her. Frederick said, “In order to get approval to hire you from the president. I had to agree…

For each of the three types of job analysis methods text (observation, interviewing and questionnaire), provide your recommendation as to which types of jobs you would use each method for. In addition, comment on what type of HR competency (junior/mid/senior level,) would be required for each job analysis method, given that all three methods have different levels of both complexity and subjectivity.

When it comes to collecting and analyzing data to make new and better products, few companies can do it as well as Google. Recently, the company decided to apply its expertise in information technology to answer an important question: since it is people who make the difference between a good company and a great company, can a data analysis approach be used to improve Google's HR management function? If this approach worked for Billy Beane, it might as well work on Google, right? Remember from Chapter 2 that Beane, manager of the Oakland Athletics, significantly improved player, and team performance with the use of data and statistics. (Actor Brad Pitt embodied Beane's efforts in the movie Moneyball.) One of the things Google wanted to know was whether it could "make" better bosses. Because? Because despite the large number of perks that Google workers receive, their employee turnover rate is surprisingly high. It has been said that the main reason people leave their jobs is because of…

The role of human resources (HR) has continually changed over the past century to reflect the ever-evolving workplace. Once referred to as the “personnel” department, businesses switched over to “human resources” to reflect the department’s dedication to the inherent human element of managing employees to maintain and foster satisfaction and loyalty. To stay current and relevant, consider the following ways the field of human resources is changing.  Recruitment and Hiring Employee Engagement Training and Development Performance Management and Evaluations The Dynamics of HR Itself Choose one function to discuss clearly.