MGT 431 DISCUSSION QUESTIONS
MGT 431 DISCUSSION QUESTIONS fin571
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Date Created: 11/10/15
MGT 431 Human Resource Management Discussion Questions Week 1 DQ 1 What is the new strategic role of human resources (HR)? How does this role affect you in your current position? Is this effect positive or negative? Why? The human resource department is a key ingredient to success in many organizations. "However, research has demonstrated that HRM practices can be valuable. Decisions such as whom to hire, what to pay, what training to offer, and how to evaluate employee performance directly affect employees’ motivation and ability to provide goods and services that customers value (Noe, Hollenbeck, Gerhart, & Wright, 2007)." The strategic plan of HR is to acquire and manage employees of the company. This process begins with analyzing and creating specific jobs to be filled by the right people. Training and development must be established along with pay and benefits. Creating and communicating the policies are other responsibilities of HR. "Management also depends on human resource professionals for help in ensuring compliance with labor laws, as well as for support for the organization’s strategy—for example, human resource planning and change management (Noe, Hollenbeck, Gerhart, & Wright, 2007)." This role has affected me in both a negative and positive way. The positive way is the fact that they are the reason I have the career I have. They interviewed me and explained the job requirements in great deal. The interview they conducted was thorough and enabled me to display my talent and positive attitude towards contributing. The negative way HR affected me in my current position is training. The training I received at my current job was inadequate. We are so short handed I was basically thrown out there to sink or swim. Luckily with my prior experience and determined attitude I was able to swim, although sometimes I feel like I am just floating. The lack of training has caused me to get frustrated and as if I am not doing my job efficiently. My manager assures me I am doing extremely well, especially with no training. Week 1 DQ 2 What are some examples of recruitment strategies? How does your organization incorporate technological advances in its recruiting strategies? How effective are these strategies? Recruitment strategies include planning, preparing for interviews, selecting the people to interview, and performing job analysis. There also needs to be a human resource specialist to communicate the job position and responsibilities with the manager to make sure the right individual is chosen. My organization uses e mail when recruiting and communicating with employee prospects. That is how they got my resume and communicated with me there after to schedule an interview. If e mail is not used than they are calling people. They have even conducted telephone interviews. My organization also uses video conferences when recruiting and selecting individuals. I feel that these strategies are effective because they use technology to its full potential. This process also offers convenience for both the prospective employee and management. Week 2 DQ 1 What are the components of an effective training program? How are training objectives derived from training needs? Is training in your organization reactive or proactive? Why or why not? An effective training program should consist of factors directed to the specific job and job duties. If at all possible and if needed hands on training should be used to give the employee the real experience so they will learn how to handle unique unplanned situations that may occur in their line of work. Components of an effective training program are ones that will enable the employee to feel confidence and knowledgeable in their daily work routine. Knowledge really is power and an effective training program should fill that employee with all the knowledge possible and needed for the job. Training objectives are derived from training needs in many ways. Feedbacks from current and past employees are used to identify new training objectives that should be created along with current ones that could be improved. HR can monitor the jobs for a period of time and determine which objectives should be included in the training. My organization uses both proactive and reactive training. Proactive training is used to educate and prepares us for expected situations and changes. However, in my job a lot of things occur that can not be planned for so this is where we are taught to react professionally and to use the knowledge we have along with some common sense and good ethical conduct. Week 2 DQ 2 What are some human resources (HR) functions that contribute to creating a high performance organization? Why should HR measure their effectiveness? What are some ways of measuring HR effectiveness? HR provide functions such as a positive working environment, effective job creation and selection, job training, and fair pay and benefits. With these factors employees feel confident in their job abilities and respected. These factors make an employee want to do well in their job and be a part of the organization leading to high performance. HR should measure their effectiveness to recognize changes needed to be made and document what is working well. HR works with people and their needs so they can meet the needs of consumers. Measuring effectiveness will enable HR to provide the tools, resources, and aid needed to reach organizational goals. HR can measure effectiveness by using surveys for both employees and consumers. They can measure effectiveness by viewing, measuring, and comparing finances and business results for that specific company. Another effective way of measuring effectiveness is yearly audits and comparisons. Week 3 DQ 1 How might organizations use various compensation methods to remain competitive? How might compensation strategies be used to improve the organization's performance? What is the relationship between compensation strategies and employee retention? Organizations can use various compensation methods to remain competitive by offering competitive compensation methods. If a qualified and experienced individual is offered two similar jobs but one offers health care, a dental plan, and immediate vacation days its going to be a given as to which one they choose. Competitive compensation methods can include affordable and quality health care, 401 k options, paid vacation and sick days, and incentives. All of these methods will motivate employees to work harder and be a part of the organization. With motivation employees will be more creative and effective improving the organization’s overall performance. If an employee doesn’t feel as if they are compensated enough they won’t want to work as hard or offer their creative ideas to the organization. Compensation strategies and employee retention is related in that compensation is what can retain employees. For example, if an employee is offered yearly incentives they will have a long term goal to work for and a profitable reason to stay with the organization. Individuals spend more time at work than they do at home with family and friends. Hard working individuals that thrive to stay at an organization are ones that are offered competitive compensation packages. Week 3 DQ 2 What are incentive plans? How might they help the organization to achieve their objectives? Do incentive plans really improve performance and are they cost effective? Why or why not? Incentive plans are rewarding systems for employees. Depending on the organization incentive plans vary. The annual performance bonus plan is one of the best known incentive plans within organizations. Profit sharing plans are also common along with cash rewards for reaching specific goals. Additional vacation time, salary increases, and merchandise rewards are also incentive plans. Incentive plans help the organization achieve their objectives by motivating employees. Organizations set goals and thrive for certain achievements and reach these objectives with their employees. Employees must feel motivated, respected, and treated fairly in order to successfully meet these goals. Motivated employees are proven to work harder and be more creative. Incentive plans do improve performance and are cost effective. Hiring employees are expensive. There is training costs along with insurance premiums (if offered) and other expenses. Incentive plans also cost money but less than letting go, finding, training, and paying employee after employee. By offering incentives to employees they stay at the organization and help reach financial goals saving and making themselves and the organizations money. Week 4 DQ 1 What is turnover in an organization? What metrics can be used to measure turnover? Why is it important is that turnover be measured? In an organization turnover is the process of loosing and gaining employees. One metric that is used to measure turnover rates are evaluating why the employee chose to leave or what disciplinary actions were taken along with the situation that caused the letting go of the employee. Evaluating how long employees stay at the organization can be an effective measuring tool. Does it appear that most employees quit after being that for a few weeks or a few months? Organizations must take the resources and time to measure turnover rates. High turnover rates cause the loss of money and resources for organizations and without measuring these rates the problem will never be noticed and or solved. This can cause an organization to reach dangerous financial positions and even negatively affect consumers because of new employees all the time. Week 4 DQ 2 What are some common problems when administering employee policies in an organization? What are the controversies surrounding employmentatwill? How effective are the employee relations programs in your organization? Why or why not? Some common problems when administering policies in an organization is communication and understanding. Employees may get the idea that all policies are the same and they don’t need to read the memo or manual. Policies are not just important to learn at a new organization but to refresh on every so many months or once a year. The organization must take responsibility in assuring that employees read and understand employee polices. They can have the employee sign after reading each policy and ask if they understand the rules. One of the most known controversies involved with employmentatwill is that workers can be let go for any reason at all. If an employer work extremely hard for most of their life and offer the employer their creativity and even years of youth, the employer can let them go a year before retirement just because. Another main issue with the employmentatwill is the fact that there is no one representing the employees and their rights like a union. This can result in employees being treated unfairly and not being able to do anything about it. The employee relations program in my organization is ineffective. They have not and do not communicate with me or other employees. My organization is extremely short handed so this may be the reason. However, employee relations should be a vital asset in organizations simply because it represents and works with the very people that keep the organization running, employees. Week 5 did not require or provide discussion questions.
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