Explain how each of the HR staffing, training & development, and performance management functional areas relates to turnover. Consider: How does turnover impact the HR function? How does the HR function influence turnover?

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Answer the following questions within a maximum of 3 double-spaced pages. Note the limit requires you to be concise in synthesizing all the input from the classroom material and any external literature you gather.

1. Explain how each of the HR staffing, training & development, and performance management functional areas relates to turnover. Consider: How does turnover impact the HR function? How does the HR function influence turnover?

2. Using one of the steps in the staffing (recruitment and selection) function, identify an action that could increase diversity in the organization’s labor pool. Explain how/why that change can be effective, using support from the literature. Then, explain the impact an increase in diversity could have on the organization’s training & development and performance management functions.

3. Your organization is planning a major organizational change that will impact a number of employees. Some departments will need additional employees with specialized skills and other departments will need fewer employees, leading to a reduction in force (RIF). As the head of the HR department, what steps will you take in planning for both the increased need for employees with specialized skills and the RIF?

Discuss the pros and cons of automating that task or function. In your response, be sure to consider both organizational and employee perspectives.

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Pick a human resource task or function that tends to be time consuming for HR practitioners. Discuss the pros and cons of automating that task or function. In your response, be sure to consider both organizational and employee perspectives.

What are the strengths and weaknesses? What, specifically, would you (or can you) change concerning the current policy, practice(s), and system(s) in regards to performance appraisal in order to make it more meaningful?

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In a 2-3 page paper, briefly describe how you currently evaluate your employees’ job performance.  describe how your own performance is evaluated.

What are the strengths and weaknesses? What, specifically, would you (or can you) change concerning the current policy, practice(s), and system(s) in regards to performance appraisal in order to make it more meaningful? How might you go about this?

what policies, practices, and systems you believe have the most impact on your employees’ job performance in either a favorable or unfavorable way?

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Use law enforcement/police type examples.
 Describe:

1) What policies, practices, and systems you believe have the greatest impact on your own, personal job performance in either a favorable or unfavorable way?

2) If you are currently a manager, what policies, practices, and systems you believe have the most impact on your employees’ job performance in either a favorable or unfavorable way? If you are not currently a manager, what policies, practices, or systems have the most favorable or unfavorable impact on your work unit or team that you are a member of?

3) How does the theory of reasoned action relate to these?Might want to read the short articles about Patagonia and The Container Store as a primer; see links in this module.

What are the missions of the organizations in the case study? How are the missions compatible or not?

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Human Resource Case Study

Select one of these case studies and respond to the below instructions/questions (5 pages):

• What background information on the organizations is important to know?

• What are the missions of the organizations in the case study? How are the missions compatible or not?

• How were employees affected by the merger?

• What successful strategies were used with employees to achieve a successful transition?

• What other successful strategies were employed?

• What does the case study tell us about organizations adapting to changes

Additional Resources:

Describe the process (step by step) the HRM implements in developing these standards

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QUESTION 1

1a. Locate five working individuals and ask them the following questions:

What motivates them in their job to performance in accordance with line with standards in their organization?  Why?

What demotivates them in their job performance? Why?

List each person separately.  For example:
Person A        Motivators                 Why
De-motivators             Why

1 b.   Now analyze the results.  What patterns, if any, have you discovered?

QUESTION 2

2.a    In this discussion, you will be using the information you discovered about motivators and demotivators. In the role of the professional HRM, it is your job is to equip managers with the information they need to do their job.  Now that you discovered information on motivators and demotivators you need to be sure they know what they can do to be sure they have a motivated and engaged workforce.  You will begin to develop a training program for them

Identify three opportunities they have for understanding motivators of their team members
Describe the impact of demotivated employees on the team and the organization

2.b. How would you measure the results of the manager/supervisor training program?

QUESTION 1

The HRM needs to complete a thorough analysis of the standards expected for each employee.

1a. Describe the process (step by step) the HRM implements in developing these standards.

1b. Why is it important to develop standards?
In your discussion, relate your answer to overall organization effectiveness.

QUESTION 2

Setting expectations and standards is an essential role for the HRM. After the HRM develops standards, it is up to the manager to describe the standards and expectations to the employees in a consistent fashion across the organization.

1.a.    What can the HRM do to ensure these job standards are relayed to individual contributors in a consistent manner?

1.b.     List 4 expectations the HRM would expect of managers to ensure the standards and expectations are delivered consistently.

 

Discuss a few strategies an HRM can use and/or advise leadership to reduce the impact of change fatigue for an organization’s employees. 

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QUESTION 1

1a. Utilize the background readings and external research to briefly define and discuss change fatigue on employees in an organization.

1b. Discuss a few strategies an HRM can use and/or advise leadership to reduce the impact of change fatigue for an organization’s employees.

QUESTION 2

What role do you see the HRM playing in assuring their leadership they are capable of organizational change?

QUESTION 1

Based on the background reading and external sources (as applicable), name at least two major challenges and two major opportunities an HRM will face regarding team development during organizational change. Make sure you explain why you believe the stated challenges and opportunities.

QUESTION 2

Based on your responses in QUESTION 1, what strategies would you as the organization’s HRM apply to:

(a) overcome the challenges associated with team development during organizational change.

(b) achieve the opportunities associated with team development during organizational change.

 

Identify and evaluate historical and contemporary issues and their impact on todays life

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Events/Tourism/Sport Management

Identify and evaluate historical and contemporary issues and their impact on todays life

Identify a minimum of four risk response strategies and detail how these risk solutions can be implemented to achieve project success.

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Management of risks in major infrastructure projects

Effects of project governance structures on the management of risks in major infrastructure projects: A comparative analysis. International Journal of Project Management

Respond to the following questions based on the information in the case study noted above:

Identify a minimum of four project risks faced in the case study.

Identify a minimum of four risk response strategies and detail how these risk solutions can be implemented to achieve project success.

Identify an interpersonal conflict you are currently experiencing with one specific individual. It could be with a boss, subordinate, vendor/supplier, client, or co-worker.

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Identify an interpersonal conflict you are currently experiencing with one specific individual. It could be with a boss, subordinate, vendor/supplier, client, or co-worker.

Analyze the conflict using the principles presented in our text and in the videos.

First, Identify and describe the type of conflict you are experiencing. What is the focus of the conflict? What is/are the specific source(s) of the conflict?

Select an appropriate strategy to address this conflict (forcing, compromising, collaborative, compromising, accommodating).

Explain why you believe the strategy you chose is best for this situation in terms of the:

Importance of the relationship

Importance of the issue

Relative power

Time constraints

Assertiveness

Cooperativeness

Describe how the strategy you chose relates to the “Managing Interpersonal Conflict” and “Strategies of Handling Conflict” assessments.

For example, is the strategy you chose in step 2 your “go to” strategy? Could there be an opportunity to “stretch” your skills?

Draft a “script” in which you initiate a conversation with the individual with whom you are experiencing conflict.