Human Resource Management, Questions and Answers

Human Resource Management, Questions and Answers

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1. Human Resource Management
2. Code of Ethics and Sustainability Program
3.

3. R

1. Define human resource management. What critical human resource management functions must be performed regardless of the organizations size? (Up to 10 pts.)
Human Resource Management is the title given to define formal systems arranged for the management of people within a company. There are many responsibilities of a human resource manager. These responsibilities usually fall into three major areas: employee compensation, staffing and defining and/or designing work. The purpose of Human Resource Management is to maximize the capacity of a company by bettering its employees. This is unlikely to change in the future even though the pace of business is always changing . Edward L. Gubman said in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change."
Human Resource Management is not only for large corporations, small businesses also need a strong HR department. Although they do not have the same amount of volume as larger corporations, the decision made by small business's Human Resources department can have more of a major effect on the company's health. Irving Burstiner was quoted in in The Small Business Handbook, "Hiring the right people—and training them well—can often mean the difference between scratching out the barest of livelihoods and steady business growth. Personnel problems do not discriminate between small and big business. You find them in all businesses, regardless of size."
The main purpose of Human Resource management is to develop both the individuals and the organization. This means Human Resource is not only responsible for finding and maturing talents of workers, but also putting programs in effect that will enhance communication between other workers.
I am fortune enough to have a family member who is a Human Resource Manger at UPS and when I asked them what human resource management functions must be performed regardless of the organizations size? They responded with staffing and job analysis, work force performance , professional development of workers, and maintenance of work force

2. Why is it important for organizations to have a Code of Ethics and Sustainability Program?
Many companies have a code of ethics or better known as a policy statement. A code is a form of legislation within the company binding its employees, with specific sanctions for violation of the code.

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The code is just a list of pieties if sanction are missing. Unless a crime has been committed, the most severe sanction is usually dismissal. The first section of the code is typically an abbreviated mission statement followed by the company's values. In this section the company tells you what they are all about, what it does, why it exists. Usually the code states financial objectives as well as some social and professional aspirations.
According to the United Nations Commission on Sustainable Development, sustainability means “meeting the needs of the present without compromising the ability of future generations to meet their own needs.” Sustainability is the path that companies can take to improve the social equity, environmental, and economic conditions . The main goal of a sustainability plan, is to tie together a company’s goals, strategies, implementation plans, and metrics for improving sustainability. One of the best Sustainability Programs according to Forbes is Nissan and their idea for the Nissan Leaf. Which is an all electronic car, the Zero- emission, all-electric is priced around $30,000. Also it is an acronym which stands for Leading, Environmentally-friendly, Affordable, Family car.
So in conclusion, it is important to have both a code of ethic and sustainability program because they are merely the foundation of the company. It gives employees and consumers an idea of what the company is about and what it stands for. This is also beneficially to the company because it give the employees motivation to create something great to present in either an Eco-friendly or financial profitable manner. That is why it is important for organizations to have a Code of Ethics and Sustainability Program

3. Read and answer the questions for HRM INCIDENT 1 page 74 in the text. (Up to 20 pts.).
From a legal viewpoint, what do you believe LaConya can do regarding this situation? Discuss.
From a legal viewpoint if LaConya wants Les out of that position she needs to find reasonable terms to fire him. If Les continues the same work and suddenly he starts to get a bad job reviewed ; he may believe that this is due to the fact they want him to retire. LaConya must start now to collect evidence to prove that Les's work was not up to par. This way if she does have to appear in court over Les's performance and retirement , she has evidence to fall back on.
What actions should LaConya have taken in the past to avoid her current predicament? LaConya could have taken many different steps to avoid her current predicament, but the first should have been to honest with Les from the beginning. Because of LaConya's dishonesty about Les's work , the company is suffering and will continue to suffer because everyone thinks they are doing a great job. Also LaConya could have sat Les down in a one on one interview and discussed his retirement instead of causally bringing it up by the water cooler. This would have given the situation more a seriousness.
What might occur if LaConya begins to evaluate Les in the manner she should have likely have been doing all along?
If LaConya begins to evaluate Les in the manner she should have likely have been doing all along , Les will be ultimately confused. I say this because he would be doing the same work but instead of getting positive feedback , he would be getting negative feedback. He will probably think they are trying to “get rid” of him and either go along with that plan or try and fight them and play the discrimination against old age card. This can cause real issues not only for LaConya , but for the company as well.

4. Answer any the following questions in QUESTIONS FOR REVIEW on page 129 in the text. Questions #6, #9, and #12. (Up to 20 pts.).
#6. What are the steps involved in the recruitment process?
The steps involved in the recruitment process are:
Identify Vacancy and Evaluate Need- evaluate where and when you need to hire, determine if it is a new position or a replacement
Develop Recruitment Plan- this includes Posting Period, Placement Goals,Additional Advertising Resources,Diversity Agencies and Resume Banks

Select Search Committee - To make sure applicants selected for interview and final consideration are evaluated by more than one individual to minimize the potential for personal bias.

Review Applicants and Develop Short List- Committee each select their top choices to come in for an interview.

Conduct Interviews- The interview is the most important step in the process. This is when employer and prospective employee to learn the most about each other and validate information provided.

Select Hire- Once the interviews are completed, the committee will get together and talk about the interviewees and make a decision .

Finalize Recruitment- Finalist are selected and companies make an offered .
#9. Why is employee referral so important in the recruitment process?
An employee referral is a recruitment method in which the current employees are encouraged and rewarded for introducing recruits from among the people they know. A good referral programs identifies top prospects that are not in a job-search mode. They also make employees to help candidates for skills and fit and to sell them on the company and the job. This way companies get the best of best working for them and they have natural chemistry around the office.


#12. What online recruitment methods are available?
Online job sites have revolutionized the recruitment landscape for both employers and job seekers. This has also increased the efficiency with which hiring decisions happen. Some of the major websites that are breaking down these doors are Monster, jobs.com , career builder and even social media like Facebook and Twitter. These gives employers a quicker and easier way to hire the right person for the job.


5. What are human capital metrics? What are some metrics for evaluating recruitment?
Human capital metrics are about the business. They focus on the workforce ,the impact of management practices on the workforce and finally the impact of human capital on business results. This is the foundation for managing a business effectively. They are the guidelines of workforce objectives. These are the metrics that are useful for business planning and problem solving. Human Capital metrics are closely linked to business strategy and outcomes, and focus more on value.
There are many ways to evaluate recruitment but here are some of the main ones according to Forbes:
Value of recruitment strategy – most organizations use multiple strategies for sourcing their candidates. This gives them a way to look at future employees in multiple ways. One note to be mindful of is that quantity does not always equate to quality.
Time to fill position – Lengthy time frames might suggest the job is hard to fill as the skills might be in short supply.
Vacancy rates – conducting an examination of your overall vacancy rates as compared to your full staff complement may provide you with good information.
Turnover rates – high turnover rates in any job category suggest a number of difficulties.
Retention rates – evaluate the retention rates of new hires. How long does a candidate stay in the position? What happens to them, are they promoted or do they leave?
Recruitment Cost Ratio – what it cost the company to hire a new employee; total costs include costs for advertising, recruiter salaries and travel costs, signing bonuses, and any other expenses incurred during the recruitment process.
6. Define Career. Why is it important for individuals (you) to conduct career planning?
According to Merriam Webster Dictionary , Career is defined as :
an occupation or profession, especially one requiring special training, followed as one's lifework
a person's progress or general course of action through life or through a phase of life, as in some profession or undertaking
success in a profession, occupation, etc.

There are many reasons why individuals should conduct career planning,When you conduct career planning you learn a lot about yourself and where you want to go. The following are reasons why to conduct career planning:

Never Stop Learning- Life-long learning is the focus. The world is constantly changing, and everybody is looking for new ways of doing business.
Ask, Listen And Learn-A good listener can learn a lot. Listen to co-workers and higher up management. By doing this you can learn from their experience. Ask about issues that interest you, and listen to what they say.
Build A Network- the next career step might be a phone call away. Having a good contact network is a good place to revel prospect careers. Also it is a way to explore new career direction and to learn about new opportunities.
Identify Next Job-Your dream job must be identified. This is very important because before you start planning your future career, be sure you have identified your dream job. Once you have already envisioned yourself successful you are 99.99 % already there.
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