HRM 498 Entire Course New Flashcards
HRM 498 Complete Class - Best You Can Get
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HRM 498 Complete Class - Best You Can Get
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UOP HRM 498 Entire Course NEW
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HRM 498 Week 1 Strategic Plan (2 Papers)
HRM 498 Week 2 Organizational Effectiveness Evaluation
HRM 498 Week 2 Employee Profile Case Study (2 Papers)
HRM 498 Week 3 Company Profile Analysis (2 Papers)
HRM 498 Week 5 Strategic HRM Plan (2 Papers)
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HRM 498 Final Guides Graded 20/20
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1 According to Bohlander & Snell Professional organizations such as the Society for Human Resource Management (SHRM) and the Human Resource Planning Society (HRPS) conduct ongoing studies of the most pressing competitive challenges in Human Resource Management. Which of the following is not one of the major trends identified by SHRM?
a. Going global
b. Embracing new technology
c. Outsourcing
d. Managing talent or human capital
e. Containing costs
2 Change that occurs after external forces have already affected performance is called:
a. proactive
b. inactive
c. reactive
d. responsive
3 According to Bohlander & Snell the Estimated Number and Types of U.S. Jobs Moving Offshore by 2015 is
a. 1.4 million
b. 1.7 million
c. 3.5 million
d. 5.3 million
4 The process of anticipating and providing for the movement of people into, within, and out of an organization is known as:
a. Human Resource Planning
b. Strategic Planning
c. Strategic Human Resource Management
d. Strategic Human Resource Planning
5 The strong and enduring beliefs and principles that the company uses as a foundation for its decisions is called an organization’s
a. Core values
b. Mission statement
c. Vision Statement
d. Corporate Culture
6 In Bohlander & Snell’s discussion on “core competencies” and “people as a strategic resource, they discuss four criteria that highlight the importance of people and show the closeness of HRM to strategic management. Which of the following is not one of these four competencies
a. The resources must be highly technical.
b. The resources must be rare.
c. The resources must be valuable.
d. The resources must be hard to imitate.
7 In Bohlander & Snell’s discussion on the Human Capital Architecture they describe a group of employees by stating “This group of employees tends to have firm-specific skills that are directly linked to the company’s strategy” This group is known as: . a. Traditional Job Based Workers b. Core Knowledge Workers c. Contract Workers d. Alliance Partners
8 This law Prohibits discrimination in employment on the basis of race, color, of 1964 (amended in 1972, religion, sex, or national origin; created the Equal Employment 1991, and 1994) Opportunity Commission (EEOC) to enforce the provisions of Title VII.
a. Equal Opportunity Act of 1972
b. Prohibition of Discrimination Act
c. Title VII of the Civil Rights Act of 1964 (amended in 1972,1991 & 1994)
d. Civil Rights Act of 1991
9 An attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences is called______ and falls under this law ________
a. Reasonable Accommodation/Equal Pay Act
b. Reasonable Modification/ADA.
c. Reasonable Modification/Equal Pay Act
d. Reasonable Accommodation/ADA
10 A concept that refers to the rejection of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with the successful, nonprotected class:
a. Disparate Treatment
b. Disparate Impact
c. Adverse Impact
d. Statistical Discriminatory Impact
11 The different duties a duties and responsibilities performed by only one employee is a. Position b. Job c. job specification d. Job family 12 When analyzing jobs and gathering job information, which of the following is not one of the usual ways for gathering job data? a. Interviews b. Questionnaires c. Outside Research d. Observation
13 ______is a technique of involving employees in their work through the process of inclusion. It encourages employees to become innovators and managers of their own work, and it involves them in their jobs in ways that give them more control and autonomous decision-making capabilities.
a. Employee participation
b. Employee empowerment
c. Employee engagement
d. Employee innovation
14 Which of the following is not one of the advantages identified in the text of telecommuting ?
a. Increased flexibility for employees.
b. Increased interaction with colleagues.
c. Increased productivity.
d. Reduced absenteeism.
15 The percentage of applicants from a recruitment source that make it to the next stage of the selection process.
a. Selection Ratio
b. Screening Ratio
c. Applicant Ratio
d. Yield Ratio
16 In HR’s Role in Career Management, which of the following is not a component of the goal to match individual and organizational needs?
a. Encourage Employee Ownership of Career
b. Create a Supportive Context
c. Establish mutual goal setting and planning.
d. Establish job progressions/career paths
17 True or False: During Stage 5 of Career Development individuals reappraise early career and early adulthood goals, reaffirm or modify goals, make choices appropriate to middle adult years, remain productive.
a. True
b. False
18 The situation in which the work system supports the organization’s goals and strategies is known as:
a. External Fit
b. Internal Fit
c. Internal Alignment
d. Strategic Alignment
19 A _______ is used to determine whether the high-performance work system has been implemented as designed.
a. Performance Audit
b. Systems Audit
c. Process Audit
d. Design Audit
20 True or False: In high-performing workplaces, employees have the latitude to decide how to achieve their goals.
a. True
b. False
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HRM 498 Week 1 Individual HR Challenges and Concerns Report
Assume you are working on HRM responsibilities at either a real or fictitious organization and have been asked to present a report on two Human Resource Challenges. This report must outline the top two HR challenges you have identified, in your selected organization, your assessment of the possible causes or reasons for these challenges, and your proposed plan for addressing them. Be sure to write about the specific issues in your selected organization and do not write broadly about HR challenges, which are common among many organizations. (Examples of HR challenges include: employee turnover, employee retention, employee morale, recruiting qualified staff, benefit costs, employee conduct, employee competency, difficulty to provide competitive wages with a limited budget, employee productivity, etc)
Prepare a 500 word report about these challenges.
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UOP HRM 498 Week 2 Employee Profile Case Study (2 Papers) NEW
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HRM 498 Week 2 Employee Profile Case Study
Read the following employee profiles:
Employee #1
Jimmy Brown is a manager with Solomon Industries, Inc., (SII) a supply company in South Carolina. SII serves as a warehouse for other companies that deliver and store their goods using SII’s facility as temporary storage. Jimmy was born in 1955 and spent 20 years in the military. Upon retiring, he was hired as a production supervisor for SII. Originally from SC, he is the night shift supervisor working 12 hour shifts from 7:00 pm to 7:00 am Monday through Thursday supervising 12 employees. Jimmy is a traditional Baby Boomer as he grew up in the 60’s, his dad worked, his mom stayed home, and he is the oldest of three children; a brother and a sister 2 and 4 years younger, respectively. Jimmy received his bachelor of arts degree while in the military in chemical engineering. Turnover is pretty high at SII as Jimmy is constantly training new employees. He had the option of moving to the day shift but he worked nights his whole military career and likes this shift so he asked to continue working this shift. His present staff consists of 1 employee over the age of 50 and the rest of the employees range from 20-40 years of age.
Employee #2
Michael Johnson was born in 1976 in Ohio. He has a technical background graduating in 1997 in computer science and moved to SC in 2010 with his new bride. Michael’s parents divorced when he was 2 years old and he rarely saw his biological father. His mom worked two jobs almost 7 days a week until she remarried when he was 10. His step dad travelled often with his job and had two daughters from a previous marriage. Their mom died 3 years before he married Michael’s mom. Michael applied for the Information Technology position but at the last minute the position was closed because the employee decided not to leave the company so Michel took on the responsibility of being the day shift supervisor. He works 7:00 am to 7:00 pm Monday through Thursday with Solomon Industries, Inc., (SII) a supply company in South Carolina. SII serves as a warehouse for other companies that deliver and store their goods using SII’s facility as temporary storage. Turnover is not as high as his night shift counterpart, but still has some turnover. The company allows tenured employees to move to the shift they desire if positions are available. Michael manages 15 employees, 8 are over the age of 50, 2 are new employees under 21 years old, and the remaining are between 21-50 years of age.
As a manager, you are tasked with creating a 350-word performance management plan for Employee 1 and Employee 2.
§ Include how your management approach would change to fit the employees needs
§ Assess the approaches you would use to monitor the behavior of each employee
§ What are the legal implications?
§ How would you evaluate the effectiveness of your approach?
Click on the Assignment Files tab to submit your plan.
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UOP HRM 498 Week 3 Company Profile Analysis (2 Papers) NEW
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HRM 498 Week 3 Company Profile Analysis
Resource: Delta Corporation Company Profile
Read the Delta Corporation Company Profile.
You are an HR representative at Delta Corporation. Your manager has asked you to analyze the company profile and address the following in 525 to 700 words:
§ Assess the current company profile and identify any current or potential diversity issues
§ Evaluate why diversity is an issue
§ Create a strategy for recruiting a competent and diverse workforce for your company.
Click on the Assignment Files tab to submit your analysis.
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HRM 498 Week 4 Individual Consideration for Ethics and Diversity Proposal
Choose one ethical consideration outlined under the “Guidelines for Developing a Code of Ethics/ Conduct outlined in exhibit 2-4 on pg. 57 of Strategic HR by Mello.
Choose one of the following diversity issues: race, gender, ethnicity or age.
Write a 500-word paper explaining how and why your selected ethical and diversity issues impact the HRM planning process. Provide recommendations for addressing these considerations. Suggest specific recommendations for best practices for dealing with each consideration. Provide a rationale.
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UOP HRM 498 Week 5 Strategic HRM Plan (2 Papers) NEW
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HRM 498 Week 5 Strategic HRM Plan
American Plastics had fared rather worse than its competitors during the economic downturn. With revenue, quality, and productivity down, management set several goals to reverse the company’s fortune. One area in need of improvement was human resources and “Janet,” the newly appointed HR Director faced a daunting challenge: to quickly re-invent the Human Resources function, reposition it a strategic partner to the business, and improve employee perceptions of her department. Her predecessor retired after leading a major reduction in force causing a significant exodus of key talent, some unexpected. Janet was charged with finding a way to retain top talent and develop a steady but highly-qualified stream of candidates to fill regular as well as critical positions. The CEO agreed with her that differentiating the human resources function was essential for the company’s strategic plan to succeed.
In her first two weeks on the job Janet discovered:
§ Job descriptions were inconsistent, long but vague lists of high level “duties and responsibilities” and qualifications
§ Job titles didn’t reflect the work people did, used instead as a framework for budgeting and compensation as many were doing unique work requiring different knowledge and skills.
§ Aside from providing a coordinating function, human resources had outsourced recruiting to third parties who presented candidates based on their internet postings and other sources. No matter the level or criticality of the open position, human resources rarely conducted interviews or assessments before or after handing over the third party resumes to the hiring organization and would get involved again only when a candidate was selected.
§ HR’s participation in the onboarding process of new employees was limited to having them attend a half-day orientation session where, between a video and a slide presentation about the company, they filled out benefits-related, payroll, ID and other paper forms.
§ Training and Development (T&D) had largely been outsourced to several companies that provided generic on-line courses.
§ The recent departure of several mission-critical employees disclosed no systematic means of capturing expertise from employees; when they left, their knowledge left with them.
§ The Performance Employee Evaluation Program didn’t align with anything, was viewed by managers and individual contributors alike as a burdensome annual chore that interfered with people’s “real jobs.”
The management of talent is one of a handful of strategic services human resources can offer. The decline of traditional HR functions through automation, self-service, and outsourcing demands a “culture change” within human resources: adopt a business focus by an organization still structured largely around benefits administration, time and attendance reporting, labor cost processing, and similar transactional operations.
Write a communications plan not to exceed 1,050 words to support the strategy of American Plastics.
Justify why they were important for your strategic HRM planning process.
Recommend how to address these considerations.
Focus on resolution of the human resource management challenges in order to support operational strategies.
Cite all sources according to APA formatting guidelines.
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