Topic: Managing for Human Resources 17th Edition by Scott A. Snell (Author),
Subject:Human resource management
Volume: 3 pages
Type: course work
Format: MLA
Description
Assignment 3 Assignment Includes Chapters10 11 12 Please submit all the chapter assignment in one attachment Write one page on each chapter of what you have learned (in your own words) What you found interesting and information you did not know. (doubled spaced) 1. Chapter 10: Answer question Lo2 (second one, A frequently heard—-on page 413) & LO 4 & Case 2 Question 12 & 3 ,.(page 415) 2. Chapter 11: Answer questions 1, 2 (page 450) & Case 1, Question 1 & 3 (page 451) Describe in your own words, COBRA insurance, vesting, elder care 3. Chapter 12: Answer question 1, 2 & 4 (page 491 ) Describe in your own words OSHA & right -to-know laws. Case 1 Question 2 (491) Case 2 Question 3 (492) Select a topic in any of these above chapters. Find an outside source (site) about this topic (online if you would like)and write a summary of the article. At the end of the summary include your thoughts about this article. (other than it was interesting).
Chapter 6
Learning outcomes
In this chapter I have learned the importance of the selection process that involves multiple steps and different considerations in the employment process. This includes the rough draft of the hiring process the steps to process the idea to the point where a job pool of applicants is available and then the refinement of being able to attract and retain the best potential employees.
It has also taught me that the several ways of recruitment that do not all have to include an older style of learning such as paper and pen interview and what goes into the entire process. I had no idea about video interviews and the benefits of what is included in such. I imagine as society will grow more complex that the methods of being hired and screened will also follow.
Key terms
Term1: Negligent Hiring is when an employee or customer that is injured by an employee with a history of inappropriate situations. For example, an employee has a violent record that should have been picked up before hiring. This employee gets into a physical fight with another employee. That could cause a lawsuit to the employer for failing to properly screen the employee with the record.
Term2: Selection Ratio A Ratio of potential recruits to the number of jobs available.
Term3: Video Interviews A process where interviews are conducted using technology like webcams or group interviews at once. It helps save money from travelling, can be played over and over and saves time rather than interviewing individually.
Term4: Computer-administered (automated) interview A process where a computer(s) are used to administer traditional questioner style tests on an electronic format offering a wider variety of topics compared to the traditional paper format.
Discussion Questions
Question 1: Is there a “best” employment process stepwise? What steps must come first and last?
The employment process is never an easy one, sifting through the potential job applicants can be a tedious task, nevertheless steps of a critical process. Once there is a pool of potential recruits be it internal or external the proper selection can begin. Finding the qualified individuals starts with focusing on the job requirements, that is what are the requirements of the job? Do the potential recruits check out on all the job pre-requirements? After that is done a job description needs to be in place. This list of pre-requisites of course changes by the business needs. Negotiation is part of this step, an applicant(s) may ask for more than what the company is ready to pay for until an agreement can be made. Specifics of what is included in the job is then offered, such as official offer letter, salary and other details. After this is completed it is necessary to test applicants for those that are the best fit for the position(s). Interviews are followed by those who qualify. Various means can help select potential recruits such as software or manual selection. Next the interviews can begin, potential recruits are picked by their abilities and then offered an additional final interview. With dishonesty being a concern, a final interview could help the selection process. After the interview process background checks and medical checks can be done. If all the steps have been completed the potential recruits can now be offered the position(s). The waiting game begins and check back often with the potential recruits to keep interest in the positions. Training then begins with basics on company beliefs, culture, mission etc. generally followed by an evaluation.
Question 2: What is meant by the term criterion as it is used in personnel selection? Give some examples of criteria used for jobs with which you are familiar.
Criterion in personnel selection is a wide variety of different qualities for example: being a two-year truck driver with specialized cdl endorsements makes me a prime candidate with an accident free history and ability to haul dangerous cargo. It not only shows specific skills, but also teamwork to get the job done, problem solving to ensure all loads get on time to and from the jobsites even when something comes up and communicate with others to ensure that productivity does not lag.
Case study
Question 1: What do you think are the prime advantages and disadvantages of “virtual try-outs”?
Virtual try-outs advantages are numerous, such as quicker applicants, better qualified recruits and better employee retention. Some of the disadvantages are that is pricey and makes certain potential recruits unavailable due to the lack of computer know how.
Question 2: Do you think there would be any EEO concerns regarding this system?
I do not believe there are any concerns regarding EEO, virtual try-outs should be used in conjunction with other testing methods to help those that are not computer literate have a chance at a position instead of removing those potential recruits.
Question 3: Do you think virtual job try-outs might be better suited for some jobs than others? If so, which ones?
I believe that virtual try-outs are best suited for specialized jobs such as computer skills that require multi-tasking and typing or an assembly plant that requires a certain type of job applicant.
Chapter 7
Learning outcomes
I came to know that the employees are provided with various types of training including personal level trainings. Effectiveness of the training is usually evaluated on criteria like reactions of the participants, learnings acquired and behavioural changes. There are different methods of training personnel. I further learnt that one of the most common and efficient method is on-job-training.
Key terms
Apprenticeship training: It refers to the program where recent graduates are provided the opportunity to learn the industry standard work procedure within an organization.
Orientation: It is the program where all the employees are introduced to the employers and other managers as well as fellow employees.
e-Learning: It refers to the online tutorial courses that are made for the employee learning
On-the-job training (OJT): It refers to the process where freshly hired employees are provided training on their job description and role.
Discussion questions
Question 2: What analyses should be done to determine the training needs of an organization? After the needs are determined, what is the next step?
The analysis that is done for determining the training needs of an organization is organizational needs assessment. Task analysis is also used for identifying the knowledge, abilities, skills of the employees. The next steps involves design of the training and development of the employees, its implementation and evaluation.
Question 4: Suppose that you are the manager of an accounts receivable unit in a large company. You are switching to a new system of billing and recordkeeping and need to train your three supervisors and 28 employees in the new procedures. What training method(s) would you use? Why?
I would use diversity training. Since these kinds of trainings are designed in response to increased globalization, awareness of different demographics of the workforce and challenges of action affirmation as well as stereotyping dynamics. It will also increase awareness, prevent discrimination as well as harassment and also build skills.
Case study 1
Answer 1
Need assessment and ongoing training is important for firms like Whirlpool to conduct as helps in meeting the company objectives as well as enhance the employee skills. It also helps the leaders to pinpoint the weaknesses and turn them into strengths.
Case Study 2
Answer 1
The training was provided as a customer centric approach. It helped the employees to handle pressure. It also enhanced the salesmanship and communication along with presentation and public speaking skills. Summer internships were provided to graduates that added to their work experience and helped the employees to understand organizational objectives thereby forming strategies to achieve them.
Chapter 8
Learning outcomes
I came to know that performance management is the creating process for work environment where people perform their best abilities for meeting the goals of the company. If further came to know that employee performance information is derived from employees himself, suppliers, customers and other subordinates. I also came to know that several methods help in gauging the performance of the employees.
Key terms
Peer evaluation: It refers to the act where one employee evaluates the performance of another fellow employee.
Subordinate evaluation: It refers to the evaluation technique of the subordinates.
Performance management: Every organization evaluates their employees based on the performance. Such performance evaluation is preceded by management of performance where the employees are provided with adequate training and development.
Performance evaluation: It refers to the evaluation of the performance of the employees through various techniques and strategies.
Questions
Answer 1
Performance management helps in linking to the employee selection, development and training as it helps in making them efficient through enhancing their already acquired skills
Answer 4
The employee performance problems will be diagnosed with the help of employee performance management. He or she will be given a task to complete and checked which parts are the ones where he is unable to perform. The he will be called for a discussion where his strengths and weaknesses will be identified and then worked upon. Several factors that will be considered is the family environment, office working environment, work satisfaction, payment satisfaction and incentive satisfaction along with peer satisfaction.
Performance diagnosis
Answer 2
The employee needs to be motivated by his employer. Further he needs to work on the schedule so that the project is completed on time.
Answer 3
Tommy needs to be trained on his customer services. One of the toughest aspects of performance management is assessing why someone is not performing well. Although it may be easy to spot who is not performing well, it is not always easy to diagnose the underlying causes of poor performance (such as motivation, ability, and external constraints). Therefore, he needs to be work on the motivation, abilities and other constraints.
Chapter 9
Learning outcome
After reading chapter 9 I came to know that Compensation must reward employees for past efforts (pay for performance) while motivating employees’ future performances. Internal and external equity of the pay program affects employees’ concepts of fairness. I further came to know that Companies use wage curves, pay grades, and rate ranges to group jobs together and to allow for individual employee differences within each type of job.
Key terms
Job evaluation refers to the evaluation of the job role.
Wage and salary survey refers to the salary expected by the employees in relevant market where the employer suvey other similar market to get an idea of t.he compensation structure.
Hourly work refers to the amount of work done within an hour
Pay-for-performance standards refers to the amount of incentive that will be receivable for a certain performance.
Pay equity refers to the actual pay of the employee that the employee thinks he or she deserves. Pay equity is directly proportional to employee satisfaction and job performance along with retention and company benefits.
Pay grade refers to the level or grade on a pay scale.
Questions
Answer 2
Yes, it is feasible for determining the wage rate for each employee based on the relative worth to the organization or else the employees might not feel appreciated and satisfied. Different employees have different job role to perform in their organization and hence their level of skills required and work done also differs. Therefore, it is quite obvious they all expect different pay based on their job role and position and hence needs to be paid accordingly.
Case 2
Answer 1
The pay needs to be fair externally as the employees will feel satisfied within the external environment as well. Paying wages and offering other compensation benefits that were better than their competitors may mean lower profit margins up front, but that the returns would be greater in the long run.
Answer 5
Nathan should collect data from other organization that made it successfully due to such compensation. He should provide a convincing pitch that consists of reliable and visual representation of the predicted data. Further he should also convince and demonstrate how the company will benefit with statistical data.
Answer 6
Paying a high wage might reduce the company profit margin but in the long term, employees will be satisfied and there will be less turnover in the company with more retention of employees.
