Reference no: EM133306427

Assignment:

Part 1. The role of HRM

You are an HRM consultant for an organization that historically has given little importance to this function. Before the Covid-19 pandemic, the organization had been attracting and retaining a competent workforce with competitively advantageous compensation and benefits packages. However, the increasing demand for the organization's resources and the strain on its personnel during the pandemic years have increased pressure on the organization to review its HRM function. Employees are retiring early with no time to transfer knowledge to new workers. Daily news articles report that people are quitting their jobs. Management is now recognizing a personnel crisis, but the executives know little about the HRM function and have no HRM executive to guide them.

a) Identify and briefly describe a context with which you are familiar that could be facing such a situation now or in the future. The context may be inspired by any organization of any size in any sector. The context you describe will guide your answers to the questions that follow.

b) Part of your job is to help the organization's management recognize the importance of sound HR practices for strategic success. What points will you present to management and why? Your arguments should include reflections based on the assigned readings and consider your chosen context.

c) What future role should HRM take in this organization and why? Include reflections based on the assigned readings and consider the context you chose.

Part 2. Job Analysis & Design & HR Planning

a) Describe three conditions that would help you be highly satisfied in a job and explain why. Describe three conditions that would lead to your job dissatisfaction. Explain why.

b) If you could design your job, what two factors would impact sustainable, meaningful work? Explain why.

c) Would designing your job have unintended consequences? Explain, drawing from points made by Gary Johns in his article.

d) Choose a sector (retail, restaurant, police, military, medical care, education, etc.) and discuss what is driving employment changes in that sector. Provide examples to support your opinion. What planning solutions do you recommend in that situation? Justify your answer.

Part 3. Legal Requirements & Managing Diversity

a) Discuss the concept of Bona fide occupational requirement as it relates to ageism in the workforce. Give examples to illustrate your perspective.

b) Human rights legislation allows employers to use employment equity programs to "correct past wrongs" by hiring protected groups, such as women, members of visible minorities, people with disabilities, LGBTQ+, and indigenous people. This legislation aims to more accurately reflect the distribution of protected groups in the community within the makeup of the organization's employees. Despite the legality of employment equity programs, some people have questioned whether it is ethical to choose a less qualified candidate over a better-qualified candidate who belongs to a protected group. Discuss your perspective on this issue, comparing different alternatives. Provide salient examples to illustrate and support your points.