4 pages/≈1100 words
HRMD 610 Week 11 Assignment 3 (Coursework Sample)
HRMD 610 Week 11 Assignment 3 Note: Submissions will not be accepted after grades for this assignment have been posted. Alternate assignments are not available. Instructions 1. Respond to each question with an Executive Summary (ES). a. Executive Summary content information: http://www.umuc.edu/writingcenter/writingresources/exec_summary_sample.cfm b. Executive summaries are, by definition, brief. In this case, the response to each question should be about one (1) single-spaced page, size 10-12 font. 2. The total number of pages for all the responses, excluding references, is 4 pages. Points will be deducted if you exceed that amount. 3. To save space on the page, do not include the question in your response, but do number them (e.g., 1, 2, or 3). 4. References may be on a separate page for all questions. Remember that any reference must have been cited or quoted in your document. 1. Staffing Assume you are the Staffing Manager in a large U.S. organization with 2,000-plus employees. At a monthly HR professional meeting, the speaker addressed the increasing support of the “Ban the Box” legislation by the U.S. Senate and House of Representatives. Because your organization is fully committed to eliminating any policy, procedure, practice, or behavior that would endanger the safety and well-being of all stakeholders, “Ban the Box” concerns you. • You can use this link to read about Ban the Box legislation: https://www.shrm.org/resourcesandtools/hr-topics/risk-management/pages/ban-the-box-movement-viral.aspx To prepare for the potential passage of this legislation, write an executive summary to present to the HRM Director addressing how (a) you would prepare for and implement such a process within your organization, and (b) the staffing procedures would be affected for both Human Resources and the managers/supervisors in the organization. 2. Training & Development The Vice-President of Finance has come to you to assist with a problem she is experiencing. The errors in payroll processing and related benefits administration are increasing at a rate that is unacceptable. These include, but are not limited to: • Time records are not submitted by the weekly deadlines, or if submitted, they are unsigned, inaccurate, and/or erroneously reported. This requires reissuing checks. • Time records are changed to reflect schedules that violate overtime rules for federal contractors, such as your employer. • Employees' regular work schedules are changed without completing the required paperwork, which affects employee eligibility for some benefits. Using what you know about the (1) employment and wage and hour, and (2) the Training & Development (T&D) function, what steps will you take to assist the VP with correcting these practices within the organization? 3. Performance Management & HRIS Assume you are an HR practitioner for a medium-sized retail fashion company that employs a total of 500 employees in New York City, Houston, and Montreal. The owner is considering the implementation of an HRIS to generate, track, process, and report the results of the annual employee performance appraisals. As the organization grows, and hopefully expands to other major cities, the goal is to be able to obtain company-wide data to (a) provide information concerning current individual employee performance, and (b) identify employees for future management positions. She has asked you to prepare an overview of the factors that should be considered in her decision. Your response is to include, at a minimum, the following: • How such a system would affect the HR department • Advantages to the employees and the organization, and • Ethical and legal issues Your response should be written from an HR viewpoint, not from that of an IT or project management professional. In other words, you should concentrate on HRIS's impact on HR practices, not on the minute technical details of implementing such a system. source..
HRM Assignment 3 Student name University Date Assignment 3 1 Executive Summary Policy implementation plays a critical role in any business. Thus, it is important for managers to ensure the new policies implemented by them do not work against their employees or even the entire organization. This calls for managers to consult adequately and widely to avoid employee opposition. Human Resource Policy Framework I will exploit the organizational culture in drawing the HR policies guidelines helpful in the implementation of the Ban-the-Box policy. For example, a small business comprising of 40 staff members who are in the same group at both personal and professional relationships is better structured than another one which has been expanded from 40 to 500 workers in two separate places (Islam, 2015). Framework development for yours organization's Human Resource policies is a critical recipe in the duty required to implement human resource policies. Policy Development In the same framework selected, draw workplace policies while putting mind the organization's size as well as the structure you need. For example, a performance management program which is formal and has annual leadership training, performance appraisals, employee self-appraisals, and disciplinary reviews suits an organization with 500 staff members and not the one with 40. This is practically seen in benefit and compensation policies as the two aspects differ in these two types of organizations. Approval and Training Prior to the introduction of policies, guidelines or even workplace rules in the organization, I will consult the legal team. Although an HR personnel does not essentially need an attorney while draft the organization's policies, it is important that they the attorney peruses through the draft handbook which is a good practice meant to ascertain that the policies I drafted are match the state and federal laws (Collings, Scullion, & Dowling, 2009). However, after the legal team approves my draft, I will go ahead with my implementation by making a publication as well as training. Staffing Procedure Recruitment, Selection, and Orientation and Placement 1.) The moment we inform the requirements, applications are invited and solicited in adherence to the sent invitations to the right applicants. 2.) Selection is the screening phase of staffing where the selected applications are examined and those who qualify nominated in accordance with the requirements. 3.) After the candidates are screened, the selected candidates are exposed to the work atmosphere and units of work through the orientation programs. The right applicants or candidates are put on their respective, right job through the placement process. References Collings, D. G., Scullion, H., & Dowling, P. J. (2009). Global staffing: A ...
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