Importance of HR Planning Why is HR planning an important activity? What are some of the advantages of HR planning? What bad situations can proper HR planning prevent? Innovative Recruiting Big tech companies, like GoogleLinks to an external site., have been in the media recently due to a lack of diversity in their workforce and a lack of inclusive recruitment and selection practices at all levels of the organization. Imagine that Google hires you as an HR consultant to help them recruit a more diverse talent pool of computer scientists, programmers, data scientists, coders, software engineers, etc. What innovative strategies would you suggest for Google to increase the number of diverse, well-qualified applicants they attract and hire? Propose both short-term and long-term strategies.
Despite having a formal performance management system in place, companies may, at times, find that employees and managers are not effectively trained to conduct performance reviews. Some common concerns include giving high ratings to avoid difficult conversations and focusing on an employee’s recent mistakes while ignoring months of their solid performance. This can lead to rater bias. Likewise, some employees may even not fully understand how their work is being evaluated. When managers and employees are effectively trained on performance management, it can lead to a positive experience where employees are valued for their contributions, cultural competence, innovation, and expertise. Managers as mentors can provide their employees with the guidance needed to develop. Employees can be trained on positive approaches to performance management that make difficult performance conversations less intense and more productive by encouraging an interactive appreciative dialogue. Read this article: How to Evolve From Manager to Mentor and Create a Lasting Impact in Your Organization. Why should managers and employees be trained on performance management? What performance management topics can managers and employees be trained on, and why? What types of rater bias can be addressed with effective training? What role does mentoring play in performance management? Use this template to complete this assignment: U3 IP Template.
Assignment #3 Chapter 5: Information for Making Human Resource Decisions The purpose of this chapter is to highlight the importance of companies having the information they need to make informed human resource management decisions. This chapter focuses on the most basic type of information used by HR managers to form the basis for HR planning. This information is about the supply and demand for labor. The chapter ends with a discussion of what has been called big data or data analytics. Objective: Describe human resource planning as a source of information for decision-making. Many people might assume that the number of unpleasant and undesirable jobs has declined. This is not true—many Americans work in dirty, grimy, unsafe settings: Chicken-processing facilities are unpleasant, dangerous, and unhealthy; workers often cut themselves because space is tight. Jobs such as these are becoming increasingly common Deliverable: Write responses to questions in a single paragraph format and include references for each answer. What industry sectors are most likely to add jobs during a down economy? During an improving economy? Are there employment sectors that are essentially unaffected by economic fluctuations? Managers attempt to forecast the future supply of and demand for jobs and employees. One major uncertainty is which jobs may become more or less popular in the future. What are some very new kinds of jobs of which you are aware? What jobs on the 2014 list may be in danger of disappearing in the near future? How relevant are the concepts of competencies to the jobs in a chicken-processing plant? What information sources would be of most significance regarding jobs in a chicken-processing plant? Are dirty, dangerous, and unpleasant jobs an inevitable part of any economy? Chapter 6: Human Resource Decision-Making in Organizations The purpose of this chapter is to discuss how decisions are made about the size of an organization—in other words, how many employees should be on the payroll at any time. This is often referred to as the “head count.” The chapter begins with ethics in decision-making. Decision-making about both temporary and more permanent employees is considered, as well as special problems about the size of an organization’s workforce after a merger or acquisition. Deliverable: Write responses to questions in a single paragraph format and include references for each answer. What role might HR play in helping to enhance employee engagement? How easy or difficult would you expect it to be to transform disengaged workers into engaged workers? HR managers use two kinds of data. One type is based on employee education, skills, experience, demographics, and so on. The other is information from external sources Can a manager ever have too much information? Why or why not? What issues arise when a firm looks at its employees’ posts on social media sites to gain information about them? Do you think evidence-based management seems like common sense? If so, why wasn’t it advocated earlier? Are there circumstances in which evidence-based management might not be the best approach? Costco has a policy of not hiring business school graduates. Could automated evidence-based management ever replace human decision makers? Why or why not? Would you want to work under Jack Welch’s system at General Electric? Why or why not?
Assignment Details Case Study After much labor and management conflict, this integrated managed care consortium and over 25 unions created the Labor Management Partnership (LMP). Today, it is considered a model of union and labor partnerships for the future of labor and management relations. This collaboration involved over 90,000 employees and changed the fabric of union and management relationships. Instead of being a competitive bargaining process, it became a collaborative partnership of mutual respect to a goal of mutual gains. The collaboration resulted in improved services (increased patient satisfaction), improved financial results, and happier employees. Many are encouraging this model to become a standard for future union and management negotiations. Develop an 8–10-slide PowerPoint presentation that addresses the following: Describe the unions that were part of this partnership, including the type of union (craft, industrial, general, white collar) and whether it is a federal or local union. What is the value of having union members participate in decision making? What was the advantage of using a coalition or team-based approach? A continuous improvement strategy was used in this case. Describe this strategy and how it relates to the focus of the coalition. Provide an example of how the model of labor-management relations used in this case could be applied in a different industry. Your presentation should be 8–10 slides (not including the title and reference slides) with 200–250 words of speaker notes per slide
The CEO of your organization wants to improve employee morale. Recently, she went to a conference at which she heard people talking about “open-book management.” According to the conference attendees, many companies have achieved good results by sharing all of their financial statements with employees. But your CEO isn’t sure whether or not they are including compensation in those financial statements. What advice would you give her?
A) Create your submission (answers) on PowerPoint slide(s), including a recording via video/audio (in your PowerPoint) explaining your submission, and addressing each question individually, which is to be at least 2 minutes and no more than 3 minutes. Your file can be a PPT, mp4, but experience has proven that a PDF does not work. B) Links to your sources should be included on your slide(s).
Maya has just been hired as the chief executive officer (CEO) to turn around Phoenix Solutions, a once-thriving tech company now struggling with declining revenues, high turnover, and employee engagement scores that are taking a nosedive. During her first week, Maya discovered that the performance management system was in shambles. Performance reviews consisted of vague feedback such as "meets expectations" with little explanation. Goals changed constantly and were often communicated through casual hallway conversations. Job descriptions have not been updated in years. Employee development was mentioned in reviews but rarely supported with resources or opportunities. Top performers received the same annual 2% raises as underperformers, leading to lower motivation and turnover. It is clear that the organization needs to move in a new direction. Maya believes that the organization needs a new performance management plan. You are going to be a part of Maya's transformation team. As part of the team, you are going to help advance the organization from a struggling startup to an industry leader. Read the following article: How to Build a High-Performance Culture Framework. Then, create a PowerPoint presentation that includes an organization’s performance management plan by addressing the following: What are the key areas of an organization’s performance management plan? What is the importance of SMART goal setting when designing a performance management system? What is the role of a job description in a performance management system? How can performance management encourage employee development? What options can companies use to reward employee performance? Use this template to complete this assignment: U4 IP PPT Template.
There is a delicate balance between legal requirements, ethical responsibilities, and human reactions' effect on employee evaluation and feedback. Organizations need to design performance systems that are both legally compliant and perceived as fair by employees. By ensuring fair and ethical employee evaluations, the performance management system can effectively motivate employees and support performance throughout the organization. A fair and ethical performance management system provides managers with a good foundation for performance discussions with employees. However, not all performance discussions are perceived positively. Therefore, it is important that organizations train managers and employees on the benefit of performance discussions and how they can be conducted effectively. Some organizations also use pay for performance strategies to reward employee performance, so it is important that employee performance is evaluated accurately. Read the following article: Employee Performance Evaluation Laws: 2025 Guide to Key U.S. and Global Regulations. What laws should be considered when conducting a performance evaluation? When conducting performance evaluations, what can managers do to prevent discrimination? What ethical principles should be considered when rewarding employee performance? As a manager, what would you do if an employee disagreed with their performance review? Use this template to complete this assignment: U5 IP Template.
