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Research HR Risk Management Seminars

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Resources: Appendix A, the Internet, and helpful Web sites:

o http://www.amanet.org/
o http://www.skillpath.com
o http://www.nationalseminarstraining.com/

- Research different HR risk management seminars

- Summarize at least five different seminars (these may be presented by the same company). This should be a 700-950 word paper and adhere to APA formatting regardless of the types of information to be included in the assignment.

- Identify the HR risks the seminar features. Create at least three questions per risk factor you want the seminar to answer. Describe how these risks are related to the role of HR management and employee practices. Include any practical working knowledge about your professional opinions.

- Include at least two scholarly sources.

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The response addresses the queries posted in 872 words with references.

//The main aim of the paper is to summarize the five different issues, discussed in five different seminars of the American Management Association. The discussion on the seminar will provide effective features related to the HR in the later part of the discussion. //


The American Management Association (AMA) operates its function in the field of corporate training and consulting, which provides effective educational and management development services. The company provides its services to develop the businesses, government agencies, and individuals. The American Management Association is mainly based in New York City. The management association also provides various business courses in different fields, such as communication, leadership, marketing, sales, human resources, and accounting. In 1913, it was founded as the National Association of Corporation Schools; but in 1923, it becomes the American Management Association. In the given paper, the discussion is based on HR seminar presented by the company and on the HR risks that seminar featured (American Management Association, 2010).

//In the later part of the discussion, the paper will provide effective and important information on the seminars to understand some of the issues related to the HR. //


Seminar: 1- Providing customer service excellence is what that your customers keep coming back: ...

Solution Summary

The response addresses the queries posted in 872 words with references.

See Also This Related BrainMass Solution

Human Resources: Here are two suggestions used in the solution of this assignment. The HRM must develop a pay for performance system and also address issues with Diversity in the Work Place. Diversity in the workplace has become of the utmost importance as more and more companies are becoming global. Understanding others differences is essential to the business.

What are some of the HRM strategies we should consider when developing the workforce, and conducting performance management, to enhance organizational productivity? As an example, what does your current (or previous) organization due to promote a "learning environment" within the workplace?

Please list references

Here are some highlights from the document solutions:

Strategy 1

As companies now look at compensation, many are no longer giving the standard 2-3% annual raise. Rather they are now looking at an associate's performance and the scorecard has now become the major defining factor in raises.
There are many different methods as to how one can be paid. It can be the standard annual raise, comp-time for salaried workers and pay for performance.
Pay for performance is just one of many ways that an employer can increase productivity. Pay for performance is a plan that has a balanced scorecard with an emphasis on metrics, characteristics, and computer skills that an associate must show proficiency in order to determine if the associate qualifies for raise. Human Resource managers are called upon to take the goals of the company and assess a number to them whereby managers will be able to rate their associates in order to see if they qualify for a raise. This scorecard also helps to assist in where additional training may be needed.

Strategy 2
Diversity has become one of the major focuses for enhancing organizational productivity. Associates want to work in an environment where they feel valued and empowered to contribute to the company with their expertise and ideas for the company's success. Diversity cannot be excluded from any company especially since the world has gone global and the workforce make up is of all nationalities, ethnicities, genders and disabilities just to name a few. Diversity policies are now part of a company's mission statement.
Diversity is defined as a strategy for Human Resources productivity in the Handbook of Workplace Diversity. Here are some of the characteristics: (1) increase the numerical representation, of historically excluded groups; (2) empower a diverse workforce once it is in place to participate fully in organizational decision making; and (3) ensure the inclusion of a diverse workforce in every aspect of organizational life (Kossek & Lobel, 1996). The business case for HR diversity strategies links recruitment, selection, development and retention of a diverse workforce to business goals, labor market shifts, globalization and competitive advantage (Yakura, 1996).

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