* Give a concrete example of a way in which human resources management can contribute to competitive advantage. * In your opinion, which part of human resources management is most key to developing and sustaining a firm's competitive advantage? Why? * What steps do you think HR personnel should take to address stakeholders'
Explain at least three fallacies and provide instances where you have witnessed these fallacies at work.
Staffing is one of the most important decisions made by the organization. Analyze two different approaches. Compare and contrast the advantages and disadvantages of using the Person/Job Match and the Person/Organization Match. Include an assessment of each approach and other staffing alternatives that impact job satisfaction, re
Question: Describe your impression of the culture of an organization or group to which you have belonged or for which you have worked. Be sure to explain both the positive and negative aspects of the culture and the effect that it had on you as a person. My essay question Organization Culture speaks of to a system of s
Examples of action oriented human resource management departments and people oriented human resource management departments
Explain how action-oriented HRM departments differ from people-oriented HRM departments. Provide an example of each style. Can I please only get help with providing a example for both. I did the first part, but struggling with examples.
The Changing Role of Managers Before answering the questions, think about some of the key attributing variables that are causing managers roles to change? Could the factors of change be related to: new technology, new workers in the work force, or team environments and remote teams? Think about what management framework you
Discuss the economic implications of an evolution toward consumer driven health plans. What are the pros and cons as they affect the wide variety of players in the health care market? Explain the key differences between fully insured and self insured health plans and discuss the respective advantages and disadvantages to each f
1.How do global human capital goals differ from global organizational goals? 2.How can global human capital goals be strategically aligned with the global organizational goals?
Review the HR Metric Toolkit at: http://moss07.shrm.org/TemplatesTools/Samples/Metrics/Documents/HR%20Metrics.pdf. This link does not work so have to find another Hr metric toolkit Which tools do you believe can best be used to evaluate HR functions such as performance management and benefits offerings in your organization?
1. Can you provide two reasons why board orientation and training are important. Also would you include specific examples. 2. What would be two specific topic areas that all board members (new and returning) must know about, and/or needs that need to be met, and why they are important. Explain, for each, Would you suggest it
Based on the Power One organization - summary attached, write a strategic leadership and entrepreneurship analysis of 350- 500 words that addresses the following questions for the highest ranking HR professional for the Power One Solar space. 1. What is your sphere of influence in your organization - from an Human Resource Vie
What are the advantages and disadvantages of internet-based e-learning in organizations? How should organizations develop the most effective learning and development strategies for their employees, traditional classroom based or on-the-job training, e-learning or a combination of both?
- Determine at least two (2) additional reasons for studying business ethics. Analyze the development of business ethics since the 1960s and postulate what issues will be at the heart of business ethics ten (10) years from now. Explain your rationale. - Analyze the benefits of business ethics and determine which i
Discuss the implications associated with integrating human resource management efforts and strategy in organizations. Identify factors that act as facilitators of, and barriers to, effectively integrating human resources management and strategy in organizations. Please provide references.
Both dimensions are important to the function and are comprised of the key functional components. Some of the key functional components are: the employment brand, compensation, benefits, the culture/values of the organization, staffing, training/development, compliance, employee engagement and reporting of key metrics. Share you
HR Management System. Design an HRMS with excellent services and information available to employees and the organization. Specifically, you are to identify the services and information to include in the HRMS and a preferred service provider who could provide the HRMS software.
Which of these "new competencies" do you feel holds the most merit? Explain your answers Credible Activist - Cultural Steward - Talent Manager/Organizational Designer - Strategy Architect - Business Ally - Operational Executor
How would proper training help create an ethical environment? What are some techniques/examples that are used to properly teach its staff/employees? Would the training be conducted e.g. daily, weekly, monthly etc., if so how does this compare from a normal business to that of the military or would it be the same methodology?
The most well-known framework on cultural values was derived from a landmark study in the late 1960s and early 1970s by Geert Hofstede, who analyzed data from 88,000 IBM employees from 72 countries in 20 languages. His research showed that employees working in different countries tended to prioritize different values, and those
Need help in creating a general outline for a 2 page critical analysis of strategic HR development and its impact on organizational effectiveness. I only need help with an outline because it is only 2 pages. I am unsure of what to cover since it should be only two pages. Here is the assignment rubric: The content and focus
Walden University's mission statement is as follows: Walden University provides a diverse community of career professionals with the opportunity to transform themselves as scholar-practitioners so that they can effect positive social change. In light of the mission statement respond to the following questions: How can a per
1-Job analyses has been considered the cornerstone for human resource management. Precisely how does it support managers making pay decisions? 2-What does job analyses have to do with internal alignment? 3-Describe the major decisions involved in job analyses. 4- Distinguish between task data and behavioral data. 5-why bothe
Does your organization properly align management and IT? If you don't know or are unemployed, conduct some independent research regarding this topic for an organization of your choice. If so, what are some of the HR issues and challenges related to technology? If not, how could they be?
What is the difference between unfavorable and favorable uncertainties? Provide examples of each. (Minimum 200 words)
Defend the process of developing a mission statement. Why do you feel that this process is necessary and complimentary to strategic management? Support your answer with at least two examples and detail where applicable.
In 2009, The EEOC implemented the Genetic Information Nondiscrimination Act of 2008 (GINA). What effects might GINA potentially have on workplace culture, on health insurance, and on the economy?
What is your perspective on the advantages and disadvantages of HRP and staffing planning in an organization you are familiar with? Why?
Give an example in which envisioning, scanning, and reframing is used to find a new solution to an HR problem.
Create a list of three best practices recruiters should use when screening potential candidates for a HR management position. Justify your selections. Create a new best practice for HR management based on the information that you learned in this course.
Let's say that you are the new project manager for the creation of recruitment procedures at your company. Your deliverables include processes and procedures for identifying talent. A critical factor is that your company handles secure information for its clients. All employees must pass very detailed background and security cle