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Human Resource Management Scenario Discussion

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Assume you are the Human Resource Manager for ABC Group, Inc. For each of the following six scenarios, identify what actions you would take and justify your reasoning.

Scenario 1:

In an effort to downsize the organization, you are offering early retirement to particular individuals. You will offer early retirement to Jake Talbot, an engineer who has been with the firm for 30 years. How will you approach Jake regarding the voluntary early retirement offer?

Scenario 2:

Drew Thompson has joined the U.S. Army Reserve and will be attending a two-week Annual Training. He filed his request for leave a month in advance with you. Should he receive the time off, and how will it be administered?

Scenario 3:

Your firm has decided to institute a wellness program. What should the program consist of, and how will you ensure that employees take advantage of this benefit?

Scenario 4:

One of the sales representatives working for your company was in a minor auto accident, with no one injured. However, the car sustained $3,000 in damage. This is a company-owned car, insured by your firm, and the accident occurred while the employee was driving from one client's office to another's. The incident truly was not the employee's fault but was caused by the other driver's failing to stop at a red light, thus striking the employee's car. How should you handle the situation?

Scenario 5:

Justin Johnson was terminated two days ago for misconduct (he was caught stealing a computer from the warehouse after hours). He has applied for unemployment compensation. Will he receive it according to the law? Why or why not?

Scenario 6:

An employee in your organization has been selected for jury duty. The trial is expected to last three weeks. The employee is paid on the hourly basis. Will a three-week leave be granted to this employee? Why or why not? And if the leave is granted, what will be done about the employee's compensation?

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--Assume you are the Human Resource Manager for ABC Group, Inc. For each of the following six scenarios, identify what actions you would take and justify your reasoning.

--Scenario 1: In an effort to downsize the organization, you are offering early retirement to particular individuals. You will offer early retirement to Jake Talbot, an engineer who has been with the firm for 30 years. How will you approach Jake regarding the voluntary early retirement offer?

Try and associate the early retirement option as both a beneficial factor that the employee and company can reach a satisfying outcome; an early retirement with sufficient income and reducing excess staff workers. The internal operations for companies hone on creating a strategic placement within the targeted marketplace that entails cost management, hence, the early retirement assists in not conducting layoffs. Thus, the main objective in strategic approach is for identifying effective ways that manages staffing levels and the employees ready for a new work reality (retirement, entering a new field) that an attractive (monetary retirement package) retirement is offered.

--Scenario 2: Drew Thompson has joined the U.S. Army Reserve and will be attending a two-week Annual Training. He filed his request for leave a month in advance with you. Should he receive the time off, and how will it be administered?

Keep in mind, the request for leave of absence is most often approved in companies if ahead of notice well in advanced than shorter notice. Companies aim in keeping up with the product or service demand, thus, the need for awareness to any staffing shortage that impacts the business continuity intuitive. In doing so, the case example in an employee providing a month notice offers senior leadership and HR department aware of the request that leaves a lack of support on the given time period of absence. Try and identify ...

Solution Summary

The review into human resource management in making strategic decisions with managing employees.

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Appendix G
Week Three CheckPoint

Scenario: Congratulations! You recently signed on as the Vice President of Human Resources at Auction-Off.com, a start-up company that provides appraisals and auctions of antiques and other items, all entirely online.

The company has hired 75 employees, including appraisers, Web developers, network engineers, accounting staff, and also sales, marketing, human resources, client services, and technical support teams. Auction-Off.com selected employees who are action-oriented, innovative, adaptive, extroverted, and demonstrate occupational expertise.

The Auction-Off.com mission and goals are:

Mission
Our mission is to use the Internet to provide accurate appraisals and competitive auctions to a global market and consistently deliver quick, customer-centered results.

Goals
- Implement a Web-based appraisal and auction site that our customers will want to use.
- Maintain responsive and friendly customer service options that will encourage repeat business.
- Promote Auction-Off.com within existing auction and antique markets in a way that compliments traditional auction businesses.
- Create a management structure that supports profitable achievement of the mission and employee success.

The company has a small budget for employee programs, and operates in a very informal and fast-paced fashion. Auction-Off.com has asked you to design their employee involvement and recognition programs.

Employee Involvement Program
Formulate an employee involvement program that will engage and inspire Auction-Off.com employees. You may choose among four types of programs: participative management, representative participation, quality circles, or employee stock ownership plans. Explain why you selected the program you did, and how you think it will benefit Auction-Off.com and its employees.

Program Description:
<Type your program description here in 150 words or fewer>

Employee Recognition Program
Formulate an employee recognition program that will reward high-performing Auction-Off.com employees. Suggest individual, team, and company-based recognition methods. Explain why you created the program you did, and how you think it will benefit Auction-Off.com and its employees.

Program Description:
<Type your program description here in 150 words or fewer>

Job Redesign and Scheduling Task
Despite your efforts implementing employee involvement and recognition programs, the Web developers began quitting with little notice, and were leaving Auction-Off.com completely disgruntled. You learned that a common complaint among Web developers is that there is too much rigidity in developer work schedules: they work 8-5, and those that quit felt they were more creative during off hours. Developers were given Web site design requirements that left no room for creativity. Suggest one job redesign and one scheduling solution that will better accommodate Auction-Off.com Web developers. Explain why you selected the programs you did, and how you think they will benefit Auction-Off.com and its employees.

Solutions Description:
<Type your solutions description here in 150 words or fewer>

Variable-Pay and Skill-Based Pay Programs
Auction-Off.com marketing and sales employees hold key roles at the company because they target customers and plan ways to engage them. Yet marketing and sales-related expenses have gone over budget in the last month. Suggest either a variable-pay program or a skill-based pay program that could serve to reward these employees, and will reduce costs. Explain why you selected the program you did, and how you think it will benefit Auction-Off.com and its employees.

Pay Program(s) Description:
<Type your solution description here in 150 words or fewer>

Post the completed Appendix G as an attachment to the Individual forum.

Appendix E

Question 1

Read the scenario, and use the discussion questions from the syllabus to complete Week Three Discussion Question 1.

Scenario: Yolanda is a clerk at an electronics retailer, Electrico. The company uses a standardized performance evaluation, and Yolanda's manager, Carrie, is preparing for Yolanda's review. Carrie feels Yolanda has been underperforming in three areas:

1. When Yolanda orders stock from the warehouse's online system, the order often comes back as incorrect due to her administrative errors. Carrie suspects that Yolanda may need some extra training on the warehouse system to improve her ordering skills.

2. Yolanda hasn't been getting along with her coworker, Carlos, who Yolanda thinks 'kisses up' to Carrie.

3. Yolanda's attitude about Electrico, as evidenced by her frequent, biting comments, has lately become more and more negative. Carrie thinks this may be because Yolanda had to give away her hard-earned employee recognition award-an all-expenses-paid trip to Las Vegas-because she couldn't find someone to stay home with her preschool-aged daughter. To make matters worse, Electrico was unable to give an alternate reward to Yolanda.

Read the scenario in Appendix E, and then answer the following:

1. Based on the scenario, which motivation theory seems to describe Yolanda and Carrie's situation?

2. Identify the origins and principles of this theory, and then suggest some specific changes Carrie could make that could improve Yolanda's motivation.

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