Reference no: EM133480511

Assignment: Human Resources Management

Textbook: Human Resources Management, 16th Edition Gary Dessler.

Problem I. As a Manager, how would you handle a complaint from an employee who reported to you that they overheard two other employees making inappropriate jokes while they were walking by them going to the elevator.

Problem II. As a manager, how would you make safety a priority in the workplace. What types of programs and initiatives would you embrace to create a culture of safety? How would you enforce?

Problem III. All managers should be able to answer, What is human resource management, and why is it important? Doing so helps managers avoid problems like hiring the wrong person for the job. And more important, it can help ensure that managers get results through people. Line managers' human resource duties include placing the right person on the job, and orienting and training new employees.

Question: Explain what HR management is and how it relates to the management process.

Problem IV. Employers use various defenses against discrimination allegations. Here employers need to distinguish between disparate treatment (intentional discrimination) and disparate impact (a policy that has an adverse impact regardless of intent). Plaintiffs show adverse impact by the standard deviation rule or by showing disparate rejection rates, restricted policy, or population comparisons, or by applying the McDonnell Douglas test. Employers defend themselves by showing that the employment practice is a bona fide occupational qualification (for instance, gender is a BFOQ for a position such as model). Or they may defend themselves by using the business necessity defense, which requires showing that there is an overriding business purpose. Given all this, the manager needs a working knowledge of discriminatory employment practices. For example, in recruitment, employers no longer use "help wanted-male" ads.

Question: What is sexual harassment? How can an employee prove sexual harassment?

Problem V. All managers play an important role in the EEOC enforcement process. The basic steps in this process include filing the charge, charge acceptance by the EEOC, serving notice on the employer, the investigation/fact-finding conference, a finding of cause/no cause, conciliation efforts, and (if necessary) a notice to sue. The EEOC refers about 10% of its charges to voluntary mediation mechanisms.

Question: What is the difference between disparate treatment and disparate impact?

Problem VI. Each function or department in the business needs its own functional strategy, and strategic human resource management means formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims. Human resource strategies are the specific human resource management policies and practices managers use to support their strategic aims. Important and popular Chapter Review Chapter Section Summaries strategic human resource management tools include the strategy map, the HR scorecard, and digital dashboards.

Question: Explain why strategic planning is important to all managers.

Problem VII. Employee engagement is important because it drives performance and productivity. Actually executing Kia UK's employee engagement HR strategy involved six steps. These were: set measurable objectives for the program; provide leadership development, for example, send all managers for training to improve their management skills; institute new employee recognition programs, for instance, giving " Outstanding Awards" to selected employees quarterly; institute a new employee development program, for instance, using the company's appraisal process to identify employees' training needs and to create training plans for each employee; and change the compensation and other policies to ensure they are aligned with the new cultural values.

Question: Outline how you would implement an employee engagement program.

Problem VIII. Job analysis is the procedure through which you determine the duties of the department's positions and the characteristics of the people to hire for them. Job descriptions are a list of what the job entails, while job specifications identify what kind of people to hire for the job. The job analysis itself involves collecting information on matters such as work activities; required human behaviors; and machines, tools, and equipment used. The basic steps in job analysis include deciding on the use of the job analysis information, reviewing relevant background information, analyzing the job, verifying the information, and developing job descriptions and job specifications.

Question: What items are typically included in the job description?

Problem IX. Managers should know how to write job descriptions. While there is no standard format, most descriptions contain sections that cover job identification, a job summary, a listing of responsibilities and duties, the job incumbent's authority, and performance standards. It may also contain information regarding the job's working conditions and the job specifications. Many employers use Internet sources such as www.jobdescription .com to facilitate writing job descriptions.

Question: Describe the types of information typically found in a job specification.

Problem X. Testing is only part of an employer's selection process; you also want to conduct background investigations and other selection procedures.

1) The main point of doing a background check is to verify the applicant's informa- tion and to uncover potentially damaging information. However, care must be taken, particularly when giving a reference, that the employee not be defamed and that his or her privacy rights are maintained.

2) Given former employers' reluctance to provide a comprehensive report, those checking references need to do several things. Make sure the applicant explicitly authorizes a background check, use a checklist or form for obtaining telephone references, and be persistent and attentive to potential red flags.

3) Given the growing popularity of computer-ized employment background databases, many or most employers use pre employment information services to obtain background information.

4) For many types of jobs, honesty testing is essential, and paper-and-pencil tests have proven useful.

5) Most employers also require that new hires, before actually coming on board, take physi- cal exams and substance abuse screening. It's essential to comply with immigration law, in particular by having the candidate complete an I-9 Employment Eligibility Verification Form and submit proof of eligibility.

Question: How can employers protect themselves against negligent hiring claims?