Share
Explore BrainMass

Human Resource Management Q & A

1. What are your thoughts on how organizations, and your organization in particular, can use the information in the article on diversity (Attached) to better understand, manage, and leverage diversity to achieve strategic human resource goals.

2. Some believe the HR department exists to further the interests of the employees to management, while others feel it exists primarily to further the interests of the company by giving professional counsel to management. Which position is correct? Why?

3. Most organizations find themselves in a flurry of recruiting activity after determining a need or having a job opening. Others often find that their recruiting efforts are not really recruiting at all but rather sorting resumes. Organizations that recognize the need for change, plan on growth and development, and prepare a strategic recruiting plan seem to be those that are most ready to thrive during times of economic uncertainty. Read the study on strategic recruiting in Ireland (Attached) and provide a critical analysis of the article to include:

a. How does this article compare with your own organizations current strategic recruiting practices
b. Discuss how you might implement the findings of this study into your organizations strategic plan for recruiting individuals.
c. Does the articles conclusions seem sound based on your own experience?

4. If a company needs to layoff because of declining sales, should it layoff personnel based on merited performance or based on seniority? Why? How?

5. Motivation and productivity seem to have a pretty strong relationship. The arguments can go back and forth and whether productivity contributes to motivation or does motivation contribute to productivity? Read the attached article on job satisfaction. What strategic initiatives can your current organization take to improve employee involvement? How would you measure success of such an initiative?

6. Which HR values should be a primary focus in a management training course for supervisors?

7. Research the controversial HR practice of checking a job candidate's social media sites as part of the selection process. Using at least one article, provide a summary.

8. What should be an HR strategy to best motivate employees to performance excellence? Should HR's strategy be the same in a for-profit company as it would be in a not-for-profit organization?

9. Read the article on innovation and strategy (Attached). It discusses several methods and indicators of quality and strategy when linked to strategic human resource management. Answer the following questions:

a. Considering all of your course work, which of the 5 pillars of HR (selection, compensation, training, safety, and EEO) do you think might be most impacted by a quality methodology?
b. What key aspects of this article do you think you can apply most to your current organization?
c. What has changed in our economy that might make this article of limited use?

All of the required articles are attached.

Attachments

Solution Preview

1. What are your thoughts on how organizations, and your organization in particular, can use the information in the article on diversity (Attached) to better understand, manage, and leverage diversity to achieve strategic human resource goals.

The article points out that the, "Attraction, management and retention of a diverse applicant pool of high performing professional workers" (Buttner, Lowe & Harris, 2010), is becoming a significant issue for organizations. It is important for organizations to realize this and develop a diversity climate that ensures diversity of the workplace throughout the chain of command as well as the elimination of discrimination and bias. This can be a challenge for organizations to maintain, even acknowledging its importance. In my own organization, we find that our culture is not reflective of the area's changing demographics, in part due to the lack of skilled professionals of color in our channel of trade. At times we have attracted employees of color but retention has also been an issue. We must solve this by developing training and encouraging retention.

In regards to retention, this article taught me that supplying a climate that considers, "Minority input in decision making and encourages more involvement of diverse workers is an important component of the psychological contract." The authors point out that African American employees may be particularly sensitive to the treatment of their supervisors. Diverse employees anticipate "diversity promise fulfillment" in which they can expect organizations to uphold their intentions to offer diverse workers. Employees of color assume that organizations will consider minority perspectives, eliminate racial bias and support unique issues of employees of color that are distinct from the general organization. However, breaching these intentions results in lower commitment to the organization and job satisfaction, as well as a higher level of cynicism. It appears that organizations must address general organizational promises, and, in addition, pay particular attention to employees of color's particular diversity assumptions and promises. In order to better understand, manage and leverage diversity, it would be important to train HR employees to this need, and then ensure that all members of the organization are aware of the organization's intent to satisfy the needs of all employees.
In my own company it would be worthwhile to have training programs for managers to understand the importance of creating and maintaining a positive diversity climate as a way to retain professionals from groups that are currently underrepresented. In addition, by paying particular attention to the needs of employees of color, greater retention and improved corporate culture is likely to result for all employees.

Buttner, E.H., Lowe, K.B., Billings-Harris, L. (2010). The Impact of Diversity Promise Fulfillment on Professionals of Color Outcomes in the USA. Journal of Business Ethics (2010) 91:501-518.

2. Some believe the HR department exists to further the interests of the employees to management, while others feel it exists primarily to further the interests of the company by giving professional counsel to management. Which position is correct? Why?

Both positions in regards to human resource departments are correct. An effectively run organization has an HR department that works to help management further the interests of the company, while helping to further the interests of employees to management. Essentially, an effective human resource department works as a conduit or middleman between employees and management. The department tracks information regarding federal and state laws in regards to benefits and compensation, and ensuring the organization complies with all laws and regulations. This works to protect management and employees. In addition, the human resource department is involved in training employees and monitoring their skills. Often, this involves job evaluations and performance evaluations. Again, this is helpful to both the employee and management, since both benefit by having clear view of skills and knowledge needed as well as the level at which a job is being performed. Hiring and compensation, and workers compensation are also part of the functions of the human relation department.

The human resource department is the liaison between management and employees. It serves to protect management from taking action that might be illegal or unethical. The HR department vets new employees to ensure standards are met and monitors existing employee's performance. Human resource departments also protect employees, by watching out for their interests, setting clear guidelines as to company policy and intentions, and publishing information for their safety and welfare. In times of conflict, the human resource department serves as an intermediary to arbitrate based upon laws, regulations, and policies.

Christiansen, M. (2013). What does the Human Resources Department do? Chron. Retrieved from http://smallbusiness.chron.com/human-resources-department-do-39847.html

3. Most organizations find themselves in a flurry of recruiting activity after determining a need or having a job opening. Others often find that their recruiting efforts are not really recruiting at all but rather sorting of all resumes. Organizations that recognize the need for change, plan on growth and development, and prepare a strategic recruiting plan seem to be those that are most ready to thrive during times of economic uncertainty. Read the study on strategic recruiting in Ireland (Attached) and provide a critical analysis of the article to include:

For better or ...

Solution Summary

This detailed solution discusses how diversity can be better used to achieve human resource goals; if HR department exists for the benefit of the company or employees and why; provides an analysis on recruiting strategically; suggests ways to make layoff decisions, discusses HR practices in regards to potential employee's social media usage; how HR can best motivate employees; and impact on 5 pillars of HR on quality methodology. Includes APA formatted references.

$2.19