HRM 225 4 Assignment
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4-2 Assignment: Risk and Trends in HR Data
Sarah Villanueva
HRM 225 Proactive HR Strategies
Professor Shelley
Memorandum
To: CFO
From: Sarah Villanueva- Human Resource Professional Date: September 26, 2023
Subject: FMLA Risk and Trends
This memorandum is to report data trends and risks pertaining to our employees’ request and interest in the Family Medical Leave Act, also known as FMLA. This is a federal law that lets certain employees take a leave of absence from their place of employment for family or medical reasons. The employees will not be paid for time off, but their job is protected. This law applies to all public agencies which include the following: state, local, and federal employers, local education agencies, and private sector employers. The law covers employers who had 50 or
more employees in 20 or more workweeks during the past year. (Texas Law, 2023). According to data provided on the FMLA report spreadsheet there are 55 employees listed in total. There are 29 employees that did not request FMLA and 26 of the employees that requested FMLA. However, only three of 26 were denied FMLA. One employee was denied because they did not meet their requirements while the other two were denied because there was no medical certification provided. Out of the employees who have been 3 have consecutive FMLA and 20 have intermittent FMLA. This information means that 23 out of the 55 employees working are using FMLA and 47% of employees need FMLA. This data has been collected from 2006 to 2022.
There are a few risks I’ve identified. First and foremost, not all 250 employees are listed so we are missing data. Also, the data on file shows a few employees using FMLA without a form on file, however two employees were denied leave because they did not have a form on file. Additionally, the hours are not being tracked and up to date. The risk here is discriminatory practices. This shows that there needs to be a safeguard put into place to make sure all employees
are being treated the same, and fairly when it comes to FMLA. Currently what is being taken place goes against the FMLA laws therefore, to decrease risk for the company there are a few things to do. First make sure all is employees are being accounted for. We also need to come up with a better way to record the information that is being received. For example, most companies have been using (HRIS) human resource information system, this is a computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization’s human resources (Noe, 2022). We can get organized and keep track of all hours being used for FMLA. This will help reduce the risk to the company by not allowing someone to go over the maximum time allowed. I have determined that FMLA does apply to the company and the current data shows a large number of FMLA requests. It is time to put better practices into place to make sure we are staying consistent and legal with every request. Best regards, Sarah Villanueva
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Related Questions
Ms. Nazia works in the HR department of a national company. Her responsibility is to welcome newly hired staff, provide them information about company history, values, and ownership. She also arranges a physical tour of the facility and arranges interaction between newly hired staff and existing staff.Which of the following functions is performed by Ms. Nazia?
A)Placement
B)Induction and orientation
C)Recruitment
D)Performance appraisal
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Mangement question
Strategic human resource management (SHRM) is a comprehensive approach to managing human capital in alignment with an organization's strategic goals and objectives. It involves integrating HR practices such as recruitment, training, performance management, and compensation with the overall strategic direction of the organization. SHRM aims to optimize the contribution of employees towards achieving organizational success by ensuring that HR policies and practices are aligned with the organization's strategic priorities. Key elements of SHRM include talent acquisition and retention, workforce planning, succession planning, and employee development. By strategically managing their human resources, organizations can gain a competitive advantage, enhance employee engagement and productivity, and drive sustainable growth
Question: How can organizations effectively align their HR practices with their strategic objectives to maximize the value of their human capital?
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Consider this Recruitment and Selection Process by a certain company.
The hiring manager submits a completed requisition to the HR department.
The HR department will assign a requisition number to assist in tracking and reporting.
The HR department will meet with the hiring manager to discuss the position and determine the most effective
recruitment and selection process.
The HR department and hiring manager will review resumes of qualified candidates to identify the most
appropriate candidates for interviewing.
The HR department will conduct telephone pre-screens of identified candidates and schedule in-person interviews
with the hiring manager.
Hiring managers are responsible for conducting timely, effective interviews of qualified candidates. The HR
department is available to advise hiring managers on interview techniques and final candidate selection.
A candidate evaluation form will be completed for each candidate interviewed and will be used to make a final
candidate selection.…
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The post of Human Resource Officer (GMG/AM 3) became vacant within Ministry XYZ effective
March 1, 2022. On March 31, 2022, a circular was sent to all employees introducing the new
Human Resource Officer to the Ministry, even though no advertisement was done. The new
employee is the daughter of the Human Resource Director and does not possess the required
qualification and experience for the position.
You have been employed to conduct a HR Audit of the Ministry, recruiting and selection practices.
As the Chief Auditor:
A.
Explain the KEY steps in the recruitment and selection processes which the organisation
should have followed.
B.
State THREE (3) other sources of internal and TWO (2) external sources of recruitment
that the Ministry of XYZ could have employed to fill the post.
C.
Assess TWO (2) factors that could influence the selection tools used by Ministry XYZ.
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Job Description is also referred to as a document that provides information regarding the tasks, duties, and responsibilities of the job (Mondy & Noe, 2005), while the Job Specification underlines the minimum acceptable qualification that a person should possess in order to perform a particular job (Mondy & Noe, 2005).
1. Develop a Job Description for the position of Human Resource Manager. You are required to include duties and responsibilities, reporting line, special duties and working conditions.
2 Develop Job Specification for the above position including qualification, related experience, skills, knowledge, behavior, and special demands
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Define:
Part of this law encourages employees to make greater use of salary reduction (defined contribution) plans.
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Before Human Resources is able to draft an appropriate and qualified job description, the job itself must be analyzed to that the proper qualifications are matched to the proper job requirements and you do not hire someone under-qualified for the position.Continue with your previous research of the company used in the individual project.Discuss how you would begin the job analysis of the position.Identify at least 2 areas where the employer would want to make sure that the person used to fill the position has the qualifications to provide the best services to the companyâs clients.
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Section 1: profile of the subject company (e.g. corporate strategy, revenue base, financialperformance, employee base, ownership structure, product/service mix, competitiveposition, primary locations for operations, etc.).
Section 2: analysis and assessment of the strategic and theological soundness of the HRpractices of the subject company (paying special attention to HR strategy, staffing,training and development, performance management, compensation, and labor relations).
Section 3: posit 5–7 key recommendations for improving the strategic and theologicalsoundness of the HR practices of the subject company
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While the two sites have HR staff who perform many of the same functions, next time the training and development office needs to be aware of cultural differences and adjust its training accordingly.
The next time, the training and development office can improve the training by having…
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Employee benefits
Adham, an accountant at XYZ Company, has just received the following
dedication
email from the HR department: "Dear Adham, because of
your
and hard work, we are pleased to inform you that as of Monday, April 22,
you will not only be responsible for conducting regular accounting
transactions but also supervising the work of the two new junior
accountants who have just joined the firm". This illustrates a form of
Onshoring
Job enrichment
Poaching
O Job enlargement
Pag
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Human resource policies are
categorized as standing plans.
True
False
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You are to assume that you work for an organization that does not have a human resource department. The C.E.O has asked you to write a paper in support of the formation of a Human Resource department. In essence, answer the question “why should the company support the formation of a HR department?”
• What is Human Resource Management? – definition, what do HR professionals do, what are the major HR roles/tasks in an organization?
• Why is managing human resources important (compared to other resources)
• Contributions of HR efforts to productivity and competitiveness of companies . Provide evidence or make a case that HR programs do contribute to organizational performance
Can you please use clear sentences, I had no idea what the previous answer I got was talking about the words did not fit together at all so I was kind of lost/
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Susan has just accepted her first position as a rehabilitation counselor in a
community agency. An agency policy requires her to conduct an interview with
each consumer, to determine a career direction using agency-selected
assessment instruments, and to establish a rehabilitation/career plan, all in the
first session. After two weeks, Susan lets a colleague know that she is particularly
troubled by this time requirement.
Her colleague reassures her that what she is doing is acceptable and that the
agency's goal is to satisfy insurance companies. Susan does not feel reassured
and finds it difficult to justify performing this assessment.
In detail, respond to the following questions:
1. Describe any ethical issues related to the above situation.
2. What strategy would you consider to resolve the above situation?
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You are to assume that you work for an organization that does not have a human resource department. The C.E.O has asked you to write a paper in support of the formation of a Human Resource department. In essence, answer the question “why should the company support the formation of a HR department?”
• What is Human Resource Management? – definition, what do HR professionals do, what are the major HR roles/tasks in an organization?
• Why is managing human resources important (compared to other resources)
• Contributions of HR efforts to productivity and competitiveness of companies . Provide evidence or make a case that HR programs do contribute to organizational performance
arrow_forward
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.
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Which of the following are true about Human Resource Management in Sports Organizations:
I. Attracts and Retains the best athletes only for the Sport Organization.
II. Human Resource Management is responsible for guiding and setting salary ranges with the sporting organization.
III. Attracts and Retains the best human resources.
IV. Puts in place practices that would ensure continuity of the sports organization and sports team.
V. Acts a leader and supervisor for sporting athletes.
VI. It defines a set of procedures and best practices that are used to influence and manage the performance, attitude and behavior of all people within the Sporting Organization.
a.
II, III, IV and VI
b.
All of the above
c.
None of the above
d.
I, II and V
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1. Outline an HR operating model which can support any start-up or SME. Anoperating model that will reinforce business objectives and alignmentincluding efficient approach to the delivery of the HR services to thebusiness. Underline the theories and analysis of the operating model,including advantages and disadvantages of the model selected. 2. Outline the resourcing proposition that can assist towards attracting highlyskilled talent through innovative approaches. In addition, outline theonboarding methodology (approaches, theories, and best practices) inyour proposal enabling new employees to be successful. 3. Outline the development considerations in your proposal to enhance allemployees’ skills and ability to execute the business strategy. Define whatthese development proposals are quoting relevant theories and bestpractices.
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A Business Report to improve the delivery of HR Processes at Amber Dale Veterinary Group (ADV)
You are appointed to advise the six directors of Amber Dale Veterinary Group
(ADV) about action they can take in the field of human resource management that will alleviate the pressures they are working under. They are asking for advice both in respect of short-term and longer-term plans.
What advice would you give in the following areas:
• Reducing staff absence and alleviating work pressures
• Recruiting new team members
• Reducing staff turnover
• Improving ADV's record in the field of diversity and inclusion
Justify your answer with reference to published research and your wider reading
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Carol Jones wanted her business to increase sales by 50 percent over the next five years. To do this, she must hire three more people. She wanted to determine how to evaluate these people, so she lists their job specifications and develops job descriptions. She also listed where these employees would work and what training they would require. What management functions is Carol performing, and how do they apply to this scenario?
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Strategic human resource management (SHRM) is a comprehensive approach to managing human resources within an organization that aligns HR practices with strategic business objectives. Unlike traditional HR management, which focuses primarily on administrative tasks, SHRM involves integrating HR functions such as recruitment, training, performance management, and compensation with the organization's overall strategic goals and objectives. By strategically managing human capital, organizations can gain a competitive advantage by attracting, developing, and retaining top talent. Key elements of SHRM include workforce planning, talent acquisition and retention, employee development, and performance management. Additionally, SHRM emphasizes the importance of fostering a supportive and inclusive work culture that values diversity, equity, and employee well-being. Effective SHRM practices enable organizations to build a skilled and engaged workforce that drives innovation, productivity, and…
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As per the law, employers do not have to provide which of the following benefits?
A. Canadian pension plan, Employment insurance
B. Life Insurance, dental insurance, and eye glass coverage,
C. Retirement plan, Profit sharing and tuition reimbursement
D. Both B and C.
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Assume you have a job interview next Tuesday. You have been informed that the interview process will take almost all day. You realize that you will not be able to make it to your work next Tuesday at your current job. How do you proceed with your current employer?
1. Should you tell the truth? If so, would your current job be in jeopardy? Would your employer think you are disloyal and, as a result, not consider you in the future for a raise or promotion?
2. Should you lie? For example, you could tell your current employer that you need the day off because you have to go to the doctor.
3. Should you just wait until Tuesday morning and “call in sick”? Which of these alternatives are legal? Which are ethical? Are you influenced most by the formalist approach (basically mandates that a person should act in a manner that he or she believes that everyone should act) or consequentialist approach (focuses on the consequences of the action rather than the action itself) to ethical…
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DISCUSSION OF CHAPTER 5 INCIDENTS.
HRM Incident 1: A Problem Ad?
Dorothy Bryant was the new recruiting supervisor for International Manufacturing Company in Salt Lake City, Utah. One of Dorothy’s first assignments was to recruit two software design engineers for International. Design engineers are hard to recruit because of the difficulty of their training and the high demand for them. After considering various recruitment alternatives, Dorothy placed the following ad in a local newspaper with a circulation in excess of 1,000,000:
EMPLOYMENT OPPORTUNITY
FOR SOFTWARE DESIGN ENGINEERS
2 positions available for engineers desiring career in growth industry.
Prefer recent college graduates with good appearance.
Good credit rating
Apply Today! Send your résumé,
in confidence, to: D. A. Bryant
International Manufacturing Co., P.O. Box 1515
Salt Lake City, UT 84115
More than 300 applications arrived in the first week, and Dorothy was elated. When she reviewed the applicants, however, it…
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Describe 2 questions that are appropriate for an interviewer to ask during an employment interview and 2 questions that are inappropriate for an interviewer to ask during an employment interview.
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As an HR intern you will be introduced to the different functions in HR, one of these main functions of HRM is “Recruitment and Selection”. Explain what this function is and discuss how this function can help specifically the company you chose. (Below are some important issues to include in your discussion about this function of HRM)
HR planning
Job analysis: Job description + Job specification
Internal and External Recruitment sources
Selection tools such as CV screening, psychometric tests, job interviews, videoconferencing, etc.
Strengthen your argument by providing examples.
.
PLEASE MAKE SURE TO ANSWER IN YOUR WORDS, PLEASE DON'T COPY THE ANSWER AND PROVIDE EXAMPLES.
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Job analysis provides the basis for determining what types of information should be obtained from the applicant, from previous employers, and from other sources.
True or false
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Part 1 – CASE (All names were created for use in the exercise, and do not refer to any specific individual or organization.)
John Doe is an applicant for an entry-level position as a caseworker at Start-Smart, a regional non-profit agency, that hires caseworkers to assess clients for various types of support services. John has read the position description, studied the organization, and he has written and submitted his cover letter and resume by the deadline. John has also completed the online application for the position, which includes a request to allow the employer, Start-Smart, to access personal social media profiles as part of the interview stage of the hire. After considering the request John has decided, even though he has concerns, to allow Start-Smart the access requested. During the review of John’s material, the Human Resources office and the Search Advisory Committee at Start-Smart notice on the social media sites he authorized some pictures of John and John’s…
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You are the financial controller of a large manufacturing organisation and intend to approach the human resources (HR) manager seeking to create two new positions: a financial accountant and a management accountant.
Required:
1. Prepare a briefing document for the HR manager which explains the differences between these two roles.
2. Formulate the five likely questions that you anticipate the HR manager will ask you about these two positions when you meet.
PreviousNext
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32)
Why is there an increase in the use of Application Tracking Systems by employers?
Online tools are needed since HR staff is declining.
They want to increase the volume of applications for each job opening.
It reduces the risk of lost applications and increases the exposure of the job ad.
HR legislation requires a hiring process to be completely devoid of judgment.
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Human resources policies
What is the main function of human resources personnel in companies?
Content: Discusses the importance of human resource policies, practices, and activities for the achievement of company goals.
Conclusion: Present your point of view and answer: do you think that the human resources policies that have been created should be reviewed frequently? Explain.
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- Ms. Nazia works in the HR department of a national company. Her responsibility is to welcome newly hired staff, provide them information about company history, values, and ownership. She also arranges a physical tour of the facility and arranges interaction between newly hired staff and existing staff.Which of the following functions is performed by Ms. Nazia? A)Placement B)Induction and orientation C)Recruitment D)Performance appraisalarrow_forwardMangement question Strategic human resource management (SHRM) is a comprehensive approach to managing human capital in alignment with an organization's strategic goals and objectives. It involves integrating HR practices such as recruitment, training, performance management, and compensation with the overall strategic direction of the organization. SHRM aims to optimize the contribution of employees towards achieving organizational success by ensuring that HR policies and practices are aligned with the organization's strategic priorities. Key elements of SHRM include talent acquisition and retention, workforce planning, succession planning, and employee development. By strategically managing their human resources, organizations can gain a competitive advantage, enhance employee engagement and productivity, and drive sustainable growth Question: How can organizations effectively align their HR practices with their strategic objectives to maximize the value of their human capital?arrow_forwardConsider this Recruitment and Selection Process by a certain company. The hiring manager submits a completed requisition to the HR department. The HR department will assign a requisition number to assist in tracking and reporting. The HR department will meet with the hiring manager to discuss the position and determine the most effective recruitment and selection process. The HR department and hiring manager will review resumes of qualified candidates to identify the most appropriate candidates for interviewing. The HR department will conduct telephone pre-screens of identified candidates and schedule in-person interviews with the hiring manager. Hiring managers are responsible for conducting timely, effective interviews of qualified candidates. The HR department is available to advise hiring managers on interview techniques and final candidate selection. A candidate evaluation form will be completed for each candidate interviewed and will be used to make a final candidate selection.…arrow_forward
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