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HRM Training Specialist

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Create your own capstone project that you can study extensively that would turn you into an HR specialist. You've had extensive study in the field of HRM. (Imagine you are a student working towards a degree in HRM)

1) What is it that you would like to be able to claim to be "expert" at when you've completed your concentration of HRM?

2) Identify an HR topic that you feel you would like to study in-depth for the response. Select a topic that really focuses in on some aspect of an HR function in the private sector. ((For example, if the topic of compensation is too broad. Instead, you may want to study the role of employee wellness programs in bringing down health insurance costs. This is a focused statement calling for a specific, well-researched response.))

3) Explain why this aspect of HR is important to the practice of HR and to your own career?

4) Describe how you will go about studying this topic bridging the terminology, theory, academic research, and practice in the private sector.

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Solution Summary

The overview is an investigation into a specialist field in human resources, the behavior management trainer. This professional works with managers, to develop plans for improving unwanted employee behaviors or for addressing new behavior development in strategic change management situations.

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3 Human Resource Management questions (Technology Consultants)

Technology Consultants is a company started by a computer science professor. The professor hired three graduate students and began offering computer and technology services to local companies. The typical specialist recently graduated from college with a degree in information management or computer science. To date Technology Consultants has not felt a need to formalize personnel practices. The professor spends most of this time hiring and training new consulting specialist's He also has a part-time administrative assistant who helps with personnel activities such as payroll. Customers have been complaining that turnover of the consultants leave within a year of being hired. From the customer's perspective, specialists leave just when they are beginning to understand how to provide quality service. The professor knows this is a problem, and she worries that such turnover my eventually lead customers to cancel their contracts for service. In the past, she and a few key employees where able to form long-term relationships with most clients, but this is becoming increasingly difficult as the company grows.

Technology Consultants recruits at two local universities. This practice seems to be effective, as most graduates from the programs have the technological skills needed to serve clients. The hiring process consists of a series of interviews. The professor and two other employees conduct informal interviews and then offer jobs to individuals they feel will e successful. They don't worry much about personality traits or past achievements; they simply focus on assessing technical skills. The performance of each consulting specialist is measured against the performance of peers, and only a few employees receive the highest ratings. Since most employees are expected to possess the technological skills they need when they are hired, Technology Consultants does not offer opportunities for training and development. Compensation has been a difficult issue for the company's founder. She wants to encourage teamwork so she has chosen to structure pay to that most employees receive similar wages. She doesn't want to have some employees earning a lot more than others. New hires are paid approximately the same as other consulting specialists. So far, the company has found it difficult to offer employee benefits. The professor feels that the cost of the benefits is too high.

Questions

1. Which human resource practices would you recommend that Technology Consultants change?

2. How well do the company's human resources practices align with one another?

3. How would you approach human resource management if your were starting a company like Technology Consultants

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