Week 1 discussion
Strategic Role of Human Resources
Discussion One:
Describe, in your own words (but using the course material provided):
1. Generally, what
has influenced the Human Resource Management function over the past ten years
toward serving in the role of a strategic partner or leader in the
organization? See in item three you will provide more specific influences that
will continue to impact the function.
2. What could be
holding HR professionals back from serving in the strategic HR role?
3. List at least two
items for the positive contextual influences and two items for the negative
contextual influences that will impact the HR function from today forward.
In addition to the course material, you may want to share an
additional outside source that has informed your answers. Be sure to provide
the references for the sources of the information you used to inform your
comments including the material provided in the classroom.
Discussion Two:
Application: After reading the case study about the organization HSS in
the module included in this course for this week, do the following:
Write a memo to the CEO of HSS in which you justify HR’s
role in drafting a strategic plan. The report should be written using language
the CEO will understand and can relate. The document should be complete enough
to convince the CEO of the importance of a professional HR function being part
of the strategic plan at HSS.
It is important for you to locate and include academic
sources (at least two) that support the
content in the memo. You must show the reader that what you assert is accepted
practice at other companies or organizations. You may use a word document if
you like or provide your proposal in the content of your response window.
Week 2 discussion
Job Analysis
Discussion One: Share why job analysis is crucial to the
effective management of organizations. Include the following in your answers:
1. How does a job
analysis help managers do their jobs better?
2. How does a job
analysis relate to job descriptions and job specifications?
3. Why is it
beneficial to have someone from outside the organization conduct the job
analysis?
Discussion Two:
Application
Knowing that EEO laws and regulations greatly impact the HR
environment, share how job descriptions and job specifications serve HR toward
compliance with the laws and regulations. Include at least two of the following
major functions of HRM: organizational design, staffing, training, compensation
and performance management.
DISCUSSION THREE: ACA
After reading the material provided and doing some more
research on your own, comment about the ACA.
Do you have experience with it personally? How was it?
Week 3 discussion
Recruitment or
Staffing Methods
Discussion One: We have many methods for recruiting
employees. In recent years, with the advances of information technology and the
world wide web, new methods are now available that were not used even ten years
ago. List three methods for recruiting entry level managers, share what you see
as the advantages, disadvantages and risks of each of the three methods for
recruitment.
Discussion Two:
Application
After reviewing the case study in the module for this week,
review the following situation and provide your thoughts.
We are using, once again, the case study from the module
provided. In your readings about the company we call HSS.
There is a possibility that HSS will receive a large new
contract with a firm in the Portland, Oregon, area. This new contract will
require the opening of a new facility for HSS that will require at least 30
people to fully staff the office.
The founders want to know whether it will be better to move
experienced people from HSS headquarters in to manage the facility or
to hire new people to manage the facility in Oregon.
Prepare a memo in which you address the advantages and
disadvantages of both internal and external staffing methods of a new office
that is remote from the main office. Make sure the memo has bullet points for
both the pros and cons of each alternative.
Week 4 discussion
Performance Evaluation Methods
Discussion One: Select three methods for conducting an
evaluation of an employee’s performance.
Tell us what level of employee (management, administrative,
clerical, laborer, etc.) would you use this method to evaluate.
Finally, provide the advantages and disadvantages for each
method.
Discussion Two: Application
After reviewing the module material, answer the following
taken from the module:
The acting head of software development advises you that she
wants to develop an effective performance appraisal system for her department.
She remembers, from having taken a human resource management class as an
undergraduate, that there are a number of different ways to measure performance
and she wants your guidance in selecting one.
She also wants to make sure that the method chosen to
conduct performance appraisals fits the technical nature of the workers she
supervises who work in teams. Knowing what an individualistic society the USA
is, she suggests there be an individual and a team component.
Write and share a memo that outlines the different
alternatives that you recommend as the most effective for appraising the
performance of software developers working in teams. Share at least three
alternatives with the pros and cons of each alternative you suggest.
Week 5 discussion
Training Methods
Discussion One:
Select three methods for training (such as online training, on the job
training, computer simulation or others found in the reading material for this
week).
Give a short description of the method, which audiences it
best serves (leaders, managers, administrative staff, production workers,
customer service employees just as some examples).
Finally, provide the advantages, disadvantages and at least
two metrics for evaluating the training.
Discussion Two:
Application
After reading the module for the week, answer the following:
The board of directors of HHS thinks a training program and
a process is required to project what skills and certifications will be needed
in the future at HSS. They have provided a list of questions that they feel
should be answered before developing this training program. These questions
are:
How will the organization’s training needs be determined?
How will HSS know if the training program is being
effective?
Week 6 discussion
Differentiating Total
Rewards
Discussion One:
Differentiating total rewards to attract employees with the requisite
competencies the organization needs in order to achieve its goals and
objectives is one of the key functions of the HRM function. Differentiating
compensation, benefits and workplace environment such as flex schedules,
teleworking or job sharing to fit the needs and desires of different segments
of the workplace is a strategy most organizations engage in order to attract
and retain the needed employees.
Select two segments
of the workforce such as recent university graduates, parents with young
children or recently retired military (just a few examples – you may select
other categories). Provide a short description of the compensation and benefits
you would design unique for each of the two segments.
Provide your rationale for your differentiation.
Discussion Two: Application
Internal equity and external competitiveness are two of the core
elements of effective compensation plans. If you are employed, ask your HRM
department what steps are taken by them to ensure internally that compensation
is assigned in an equitable manner and externally, the compensation for
benchmark positions are competitive. If you are not employed, you may either
seek the answers from an organization of your choice or research the needed
steps and describe the needed steps.
Week 7 discussion
Status of Unions
Describe one element of the status of unions from the
readings such as the diversity of union members, targets for new members,
whether unions are gaining or declining in membership or geographic
concentrations of unions. Explain If the element you selected has changed over
the recent past and if so, share your thoughts on what you feel has fueled the
change.
Week 8 discussion
We are in the last week of the course! Congratulations on
your accomplishments. As you know, your final assessment is due by midnight on
Sunday.
Please share with the rest of the class at least three
statements of key knowledge gained in this course and provide a concrete
example of how you think the knowledge will assist you in your work career.
Include an in text citation for each of the three knowledge points.
Also, this is the opportunity to say so long to your
classmates.
Assignment 1 Job
Analysis
Assignment 1 Job
Analysis Power Point Presentation
Worth up to 18 points and 18% of course grade
Objective of the assignment:
Job analysis is a core skill for HR professionals and a key
task for organizations to perform. So many of the employment decisions are
based on this one task. The purpose of the activity is for you to gain practice
in conducting a job analysis and to gain knowledge about the methods to collect
data for the analysis.
Deliverable:
For this assignment, you are asked to develop a plan to
gather data for a job analysis, use at least two of the methods to gather data,
write a short job description and job specification based on the data you have
gathered. Please do not use your own position and do not use a job description
already written. If you do not work outside the home, you have other
opportunities for positions to analyze. If you do not have a position in a
typical office, retail establishment or production facility you can use, seek
out a position from elsewhere. The opportunities could include a server at a
restaurant, a service provider in your home, your hair stylist, a sales
assistant, the receptionist at your doctor’s office or perhaps your child’s au
pair, tutor, teacher or nanny.
First review the material presented in the course about how
to conduct a job analysis, the various methods for collecting data and the pros
and cons of the various methods.
After you have selected your methods for collecting the
data, select the position (a job) to analyze and use at least two of the
methods for collecting data, collect the data using the methods selected and
summarize your findings in a short job description and job specification. .
Place the power point presentation in the assignments folder
AND in the discussion forum for all to see. In the power point presentation,
share the following:
1. Provide an
academic definition of job analysis and a short description of how it is used
in organizations. Provide an in text citation for the definition.
2. The position you
selected to analyze.
3. The methods you selected for gathering data, an academic
definition of each, an in text citation and the pros and cons of each data
collection method you selected.
4. The rationale for why you selected the methods you did
(tell why you selected the methods you did).
5. A description of
your experience in collecting the data (how did it go? – was is easy, hard,
stressful? for example).
6. A short sample
position description and job specification you were able to design based on the
data you gathered. Include an academic definition of position description and
specification along with the in text citation for each.
7. Suggestions for
data gathering if you were to complete this assignment again and desire to make
it even more accurate.
Please try to present your data in no more than 10 slides
including your title slide and reference page (recall that if you have in text
citations you must also have a reference page and it is to be in APA format
including displayed in alphabetical order). Keep all the relevant content in
the slide content area and use the notes area on the slide for other
supplemental information
Additional information on job analysis:
http://managementstudyguide.com/job-analysis-methods.htm
http://ezinearticles.com/?Job-Analysis-Methods&id=4258790
http://www.zeepedia.com/read.php?job_analysis_methods_of_collecting_job_analysis_information_observation_source_of_data_human_resource_management&b=33&c=15
Assignment 2
Literature Review
Literature Review Paper
Worth up to 20 points and 20% of course grade..
The learning outcome of this assignment is to understand how
to conduct research on a given topic. Also, the outcome includes the
application of your research about strategic human resources planning for your
HR practice. Research and staying current on HR related topics is a critical
need for an HR practitioner as is the knowledge of how to strategically plan
for the Human Resources function.
For this assignment, you are asked to develop a literature
review on the topic of strategic human resource management. The paper requires
you to develop a short (about three to five pages) document on the current
thinking and research in the area of strategic human resource management. You
may include examples in your paper about how the Human Resources function
creates initiatives that are strategic such as targeted recruitment, a Total
Rewards program, engagement studies just to name a few, but the main focus on
the paper is on the strategic nature of the Human Resource function.
You want to conduct a scholarly review of the literature,
and you must have a minimum of three citations (excluding our course
materials). Again, your topic is strategic human resource management but you
may provide examples of strategic HR initiatives.
Review the paper provided “Writing a Literature Review
Paper.” Keep in mind that a literature review is not merely a
bibliographic list of resources. A literature review is your synthesis of the
scholarly research available on the subject.
Your literature review can be used to inform management for
decisions that are pending and/or serve as a basis for mere knowledge sharing.
Literature reviews can be stand-alone documents or parts of a larger document.
This assignment is to create a stand-alone literature review. Your literature
review must use scholarly references and it must be written in a narrative
format synthesizing the research from your citations, which must be in
presented in APA format. Be sure to use topic headings such as Introduction,
Main Findings and Conclusions. The paper will include at the least the
following::
1. Title page
2. Introduction and
Purpose of the Paper
3. General Findings
of the Research (including definition of the topic)
4. Synthesis of the
Findings
5. Conclusions
6. Reference Page
Please post your literature review in the discussion forum
AND in your assignments folder.
Assignment 3
Recruitment and Staffing Proposal
Asssignment 3 Recruitment and Staffing Proposal
Worth up to 18 points
or 18 % of total grade in the course.
Objective of the
assignment: The objective of this assignment is to allow you to demonstrate
your knowledge of the steps required to recruit and staff for an important
segment of the workplace and to demonstrate your strategic skills to the CEO.
You will share some of the essential strategic and administrative steps for
this important function of Human Resources and will include metrics for which
to evaluate the recruitment and selection approach that will be
implemented.
The situation: Suppose that you are the new HR Director at
HSS (the case study presented in our Course Resources under modules) and you
have already made a presentation to the CEO and the Board of Directors on the
need for HR planning and and enhanced strategic role that HR must play in the
organization. After that presentation, and having read the research on managing
human resources strategically that you have presented (assignment 2 literature
review), the CEO confides that she has been thinking about how the senior staff
in the organization are recruited and selected. As a result, she has asked you
to propose new recruitment and selection methods for the senior level
employees.
Deliverable:
The CEO’s directive to you is to prepare a short
(approximately five-page double spaced) proposal that includes at the least:
1. A cover memo to the CEO providing an overview
of the task assigned and a summary of your proposal
2. A description of
at least three recruitment approaches that could be considered
3. A description of
at least three selection approaches that could be considered
4. A cost/benefit
analysis and comparison of the approaches of both the recruitment and selection
approached
5. Metrics the
organization could use to evaluate the effectiveness of the on-going
recruitment and selection of senior level employees. Propose at least three
metrics for the evaluation (include the time frame for your evaluation period
such as six months after entry into the position).
6. Your recommended
approach and your arguments/justification to defend your choices.
7. A conclusion
section that includes a summary of the approaches recommended, the benefits and
any other aspects to the proposal you want to highlight.
Notes: Use topic headings to organization your presentation,
include in-text citations for statements of fact, and provide a reference page
if in text citations are used in the proposal, use professional level language
and writing.
Additional resources:
Module three (found in week three) offers some information
helpful about how to recruit. You may add to your thoughts by researching the
topic but following are a few articles you may find helpful. If the links do
not work, please just cut and paste them into your browser. The last resource
I’ve listed is a very good research article from the Center for Creative
Leadership about selecting executives. If the links do not work, please copy
and paste into your browser.
http://jobsearch.about.com/od/recruiting/a/how-companies-recruit.htm
Clear Fit. (2012,
November 22). How Recruiting Methods Have Changed Over the Past Ten Years.
Retrieved from Clear Fit:
http://www.clearfit.com/resource-center/candidate-sourcing/hiring-and-recruiting-how-recruiting-methods-have-changed-over-the-past-ten-years/
Demarco, E. & Rossini, R. (2013, August 13). Creative
recruiting: 7 innovative ways to land
your dream hire. Retrieved from
http://www.hrmorning.com/creative-recruiting-land-dream-hire/
HRMorning.com.
http://www.hrmorning.com/creative-recruiting-land-dream-hire/
Chris Joseph, eHow Contributor. (n.d.). The Advantages of
Recruitment From Newspaper Want Ads. Retrieved January 30, 2014, from
ehow.com:http://www.ehow.com/info_7935787_advantages-recruitment-newspaper-want-ads.html
Giles, Karl. “7 Benefits of Social Media of
Recruitment.” 7 Benefits of Social Media of Recruitment. N.p., n.d. Web.
31 Jan. 2014.
<http://www.employmentguide.com/careeradvice/_Benefits_of_Social_Media_of_Recruitment.htm>.
Root, George N. “Advantages & Disadvantages of
Internal Recruitment.” Small Business. Chron, n.d. Web. 30 Jan. 2014.
http://smallbusiness.chron.com/advantages-disadvantages-internal-recruitment-11212.html
http://www.ccl.org/leadership/pdf/research/ExecutiveSelection.pdf
Assignment 4 Final
Assessment
Instructions
Final Assessment Case Study
Worth 20 points and 20% of course grade.
Objective of this assignment:
This activity serves as a final assessment for the course.
It provides you the opportunity to demonstrate how well you have achieved the
learning outcomes of the course. You are to provide your knowledge of the
strategic and administrative function of Human Resources by thinking about the
situation of Southwest Airlines recent merger and their expansion.
Deliverable:
Read and reflect on the case study below and prepare a
response paper of not less than five pages (excluding title and reference
pages) with appropriate in text citations. Demonstrate your research and
analytical skills in developing your comprehensive paper by using the
organizations website and outside articles written about the organization to
supplement the information provided in the case study. However, the case study
is unique in that it is focused on the HR ramifications and most of the outside
reports you will locate articulate the business side of the merger or expansion
possibilities. Tailor your paper to the HR ramifications of the merger and
expansion.
Keep in mind that the purpose of this final assessment is
for you to demonstrate your knowledge of the strategic and administrative
function of Human Resources. While the business side of the situation is the
foundation, it is the command of the needed tasks and role for the Human
Resource function that you are to focus most of your attention.
Key Components
The key components of the paper are as follows:
1. Title page
2. Introduction in
which you restate the issue(s) and state the purpose of the paper
3. SWOT analysis from
the HR perspective
4. Recommendations to
address the issues. Scholarly research is expected to support the
recommendations.
Examples of issues that may want to be elaborated upon may
be possible redundant positions, maintaining the culture of both organizations
(or not), combining compensation and benefits plans and union involvement (just
to name some).
5. There are many tasks for recruiting and hiring for the
expansion (in various global locations). Think about and list what those tasks
are.
6. Provide the metrics for evaluating the outcomes of the
expansion of the organization (again, from an HR perspective).
7. Synthesize and
summarize your thoughts about the merger and expansion (from an HR
perspective), including recommendations for aligning the HR function of the two
organizations and addressing any of the S.W.O.T. assessment HR related elements
as appropriate.
6. Reference page
containing at least five scholarly references cited in the paper and presented
in APA guideline format
Situation:
Southwest Airlines is a major airline in the United States
with limited flights outside the country. The organization has a strong culture
which is described in the following excerpt from Gary Kelly, CEO Southwest
Airlines found on the Southwest Airlines Website.Living the Southwest Way
Living the Southwest Way
(Gary Kelly states that)…..I ask three things of the
46,000 Southwest Airlines and AirTran Airways Employees every day: Work hard,
have fun, and treat everyone with respect. We call this Living the Southwest
Way, and it comprises three characteristics that we look for in job candidates
and require of our Employees: a Warrior Spirit, a Servant’s Heart, and a
Fun-LUVing Attitude. While it may sound simple (and it is), the impact can be
profound. Our Culture has long been admired and has earned Southwest much
recognition, including a yearly spot on Fortune’s “World’s Most Admired
Companies” list (we ranked seventh this year) and the distinction of being
named one of the Best Places to Work in Glassdoor.com’s 2013 Employees’ Choice
Awards. Our Culture is not a program or a campaign; it is the sum of the
personalities and behaviors of our People who Live the Southwest Way every day.
(The following is fiction but is the situation to consider
for this assignment). Due to the recent acquisition of AirTran Airways and with
the possibility of acquiring other airlines that will expand the organization
to other countries, Southwest Airlines will add thousands of employees quickly
from any number of existing airlines in a variety of global locations.
Faced with the tasks of maintaining the values of the
organization, consider and propose steps the Human Resources team will need to
take to achieve a successful merger of the two companies and to expand to
additional global locations.
PLEASE NOTE: Much has been written about Southwest Airlines,
its culture and the recent merger. While that information may be used as
reference material, the situation you have been asked to use for your
application of your knowledge about HR is unique. Do not merely cut and paste
from what you find in the documents you locate.
