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HRMG 5000 Human Resource Management Mid-Term Chapters 1 through 7 Directions: You may choose two options to answer

from each chapter. Discuss, not just what was on the PowerPoint but elaborate a bit more on each one.

Chapter 1 Discuss three challenges facing HR today. The 3 biggest HR problems/issues/challenges currently: Talent Acquisition Some cities have labor shortages already and it won't be long before the entire US will have severe labor shortages. HR leaders MUST prepare NOW. Although the nation's jobless rate remains high at 9.1%, demand for technical workers such as engineers continues to outpace supply at many companies. To attract top tech talent, some HR departments are taking their pitches to the classroom Aligning HR with the corporate goals and objectives Some HR departments cannot trace their activities back to the corporate goals. If they can't, then they need new management and need to begin the change yesterday! Comprehensive Change Management processes are lacking in 90% of companies Given the pressure on organizations today to systematically morph/change/adapt to the demands of their constituents and competition, every company needs to have a customized Change Management Model, processes and champions as well as all employees trained in the model. Discuss why ethical issues affect HR management. Organizational ethics are rules and standards that guide workplace behavior and moral principles. Many organizations establish a "code of ethics" that sets company expectations regarding ethical issues such as privacy, conflict of interest, discrimination and harassment and workplace diversity. Human resources personnel are charged with setting standards that promote ethical behavior in the workplace. Below are some Ethical issues Discrimination and Harassment Privacy Diversity

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Chapter 2 Explain strategic HR management and how it is linked to organizational strategies. The proposition an organization follows for how to compete successfully and thereby survive and grow. The practice of HRM must be viewed through the prism of overall strategic goals for the organization instead of a standalone tint that takes a unit based or a micro approach. The idea here is to adopt a holistic perspective towards HRM that ensures that there are no piecemeal strategies and the HRM policy enmeshes itself fully with those of the organizational goals. For instance, if the training needs of the employees are simply met with perfunctory trainings on omnibus topics, the firm stands to lose not only from the time that the employees spend in training but also a loss of direction. Hence, the organization that takes its HRM policies seriously will ensure that training is based on focused and topical methods. The practice of HRM needs to be integrated with the overall strategy to ensure effective use of people and provide better returns to the organizations in terms of ROI (Return on Investment) for every rupee or dollar spent on them. Define HR planning and outline the HR planning process. Human resource planning means deciding the number and type of the human resources required for each job, unit and the total company for a particular date in order to carry out organizational activities. It is a process by which an organization moves from its current manpower position to its desired manpower position. It is influenced by the strategic management of the company. Strategic Planning process outline

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Chapter 3 Identify the changing nature of the psychological contract. Psychological contract, the unwritten agreement between an employer and employee, is changing in the post job security economic environment. With the popularity of contractual, short term employment within organizations, employees are now seeking to create a psychological contact which is more about self-actualization. This change in the psychological contract has implications on organizations that seek to have a work force that is motivated and committed towards the organizations goals. Demands of the modern economic environment has resulted in both the company and the employee having a changed psychological contact. Today the contract formed is more transactional and about self-actualization. Organizations and their managers need to be aware of this change, and today more than ever invest time and effort in forming and managing the right kind of psychological contract with their employees and prospective employees. Outline the steps in managing retention. Retention management is a systematic effort by employers to create and foster an environment that encourages current employees to remain at the same employer having policies and practices in place that address their diverse needs. Retention management consists of six steps 1. 2. 3. 4. 5. 6. Identification of the target and actual needs of the staff Analysis of the fluctuation risk of the staff The Analysis of factors of Motivation/Demotivation of the retention group Identification of the targeted measures Implementation of the measures Evaluation of the measures

Chapter 4 Define three basic EEO concepts and discuss the key provisions of Title VII of the Civil Rights Act of 1964. Give examples of three sex-based discrimination issues. Examples of Sex Discrimination Hiring You apply for a job as an executive consultant.Although you have experience and excellent qualifications, you are not hired because some of the companys long-time clients are more comfortable dealing with men. Job Classification You work at a company that has an eight-tier job classification system.Your responsibilities have increased over time, but your job classification and pay has

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remained stagnant. Male colleagues have their job classification and pay adjusted to reflect their increased responsibilities. Sex Discrimination Harassment It is unlawful to harass a person because of that persons sex. Harassment can include sexual harassment or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a persons sex. For example, it is illegal to harass a woman by making offensive comments about women in general. Identify typical EEO record keeping requirements and the records used in the EEO investigative process. EEOC Regulations require that employers keep all personnel or employment records for one year. If an employee is involuntarily terminated, his/her personnel records must be retained for one year from the date of termination. Under ADEA record keeping requirements Employers must also keep all payroll records for three years. Employers must keep on file any employee benefit plan (such as pension and insurance plans) Any written seniority or merit system for the full period the plan or system is in effect and for at least one year after its termination. Under Fair Labor Standards Act (FLSA) record keeping requirements applicable to the EPA Employers must keep payroll records for at least three years. Employers must keep for at least two years all records (including wage rates, job evaluations, seniority and merit systems, and collective bargaining agreements) that explain the basis for paying different wages to employees of opposite sexes in the same establishment. Records used in the EEO investigate process Submit a statement of position. This is your opportunity to tell your side of the story and you should take advantage of it. Respond to a Request for Information (RFI). The RFI may ask you to submit copies of personnel policies, Charging Party's personnel files, the personnel files of other individuals and other relevant information. Permit an on-site visit. While you may view such a visit as being disruptive to your operations, our experience has been that such visits greatly expedite the factfinding process and may help achieve quicker resolutions. In some cases, an onsite visit may be an alternative to a RFI if requested documents are made available for viewing or photocopying.

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Provide contact information for or have employees available for witness interviews. You may be present during interviews with management personnel, but an investigator is allowed to conduct interviews of non-management level employees without your presence or permission. Chapter 5 Describe Sexual Harassment and Workplace Relationships Sexual harassment is intimidation, bullying or coercion of a sexual nature, or the unwelcome or inappropriate promise of rewards in exchange for sexual favors.In most modern legal contexts sexual harassment is illegal. As defined by EEOC, "It is unlawful to harass a person (an applicant or employee) because of that persons sex." Harassment can include "sexual harassment" or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Workplace relationships are unique interpersonal relationships with important implications for the individuals in those relationships, and the organizations in which the relationships exist and develop Explain the two types of sexual harassment and how employers should respond to sexual harassment complaints. Quid Pro Quo - This occurs when the employee's submission or rejection of sexual advances or conduct made can explicitly or implicitly affect the conditions of one's employment or is used as basis for employment decisions made. This kind of sexual harassment is literally "this for that" and it means that the unwelcome sexual conduct can result to tangible employment action (such as hiring or firing) if the employee accepts or rejects such sexual requests or favor. Hostile work environment - This is a result of unwelcome conduct (whether verbal or physical) that is based on gender. Sexually harassing conduct that create a hostile environment may include the following: unnecessary touching, grant of job favors to employees who participate in consensual sexual activity, telling off-color jokes, use of demeaning or inappropriate teams, sabotaging the employee's work. Response Procedure Owners and employers in small business should nominate themselves or a responsible senior employee as a sexual harassment complaints officer. This person should be provided with any training or resources offered by employer organizations, small business associations, industry associations, the Australian Human Rights Commission or state or territory anti-discrimination agencies. Small businesses should follow the general principles that apply to complaints procedures as outlined in the Complaints procedures section of this document. If assistance is required to deal with a complaint, advice should be obtained from employer organisations, small business associations, industry associations, the Commission or state or territory anti-discrimination agencies.

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Chapter 6 Define job design and identify five design characteristics for jobs. Job design means to decide the contents of a job. It fixes the duties and responsibilities of the job, the methods of doing the job and the relationships between the job holder (manager) and his superiors, subordinates and colleagues. Five design characteristics for jobs Skill variety Task identity Task significance Autonomy Feedback Describe job analysis, and the stages in and methods used in the job analysis process. Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job Several methods exist that may be used individually or in combination. These include: review of job classification systems incumbent interviews supervisor interviews expert panels structured questionnaires task inventories check lists open-ended questionnaires observation incumbent work logs Chapter 7 Identify different ways that labor markets can be identified and approached. Geographical Labor Markets Global Labor Markets Industry and Occupational Labor markets Educational and technical labor markets The use of the Internet has resulted in global jobs being recruited in many places, but often recruiting employees for global assignments requires different approaches from those used for typical recruiting efforts in the home country. The recruiting processes must consider variations in culture, laws,
and language.

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Discuss the Benefits of a Strategic Approach and what it means Acquiring the Right Human Capital Entails Benefits of strategic approach matches recruiting activity with organizational and human resource plans. Acquiring the Right Human Capital Entails means Knowing the business and industry Identifying keys to success in the labor market Cultivating networks and relationships Promoting the company brand Creating recruiting metrics .

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