HRM 594 DEVRY ENTIRE COURSE,HRM 594 DEVRY ENTIRE CLASS,HRM 594 DEVRY TUTORIAL,HRM 594 DEVRY ASSIGNMENT

Question 1

DEVRY HRM 594 Entire Course
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HRM 594 Week 1 DQ 1
HRM 594 Week 1 DQ 2
HRM 594 Week 2 DQ 1
HRM 594 Week 2 DQ 2
HRM 594 Week 2 Tanglewood Case 1 Solution
HRM 594 Week 3 DQ 1
HRM 594 Week 3 DQ 2
HRM 594 Week 4 DQ 1
HRM 594 Week 4 DQ 2
HRM 594 Week 4 Tanglewood Case 3 Recruiting Solution
HRM 594 Week 5 DQ 1
HRM 594 Week 5 DQ 2
HRM 594 Week 6 DQ 1
HRM 594 Week 6 DQ 2
HRM 594 Week 7 Assignment Solution Course Project
HRM 594 Week 7 Course Project Description
HRM 594 Week 7 DQ 1
HRM 594 Week 7 DQ 2
HRM 594 Week 8 Final Exam Version 1
HRM 594 Week 8 Fin

Answer 1

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Question 2

DEVRY HRM 594 Week 1 DQ 1

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Let’s begin the week by discussing the staffing models outlined in our text. What are they, and how can they be used to develop a high performance workforce? Share an example if you can.

Answer 2

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Question 3

DEVRY HRM 594 Week 1 DQ 2

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Consider the requirements for legal compliance related to staffing. What are some employment laws that govern staffing? Choose one and share some information about it with the class. Provide a review in your own words and share the original reason that employment law was put into place.
Do not repeat an employment law already reviewed by another classmate - be sure to read the existing postings before posting your own!

Answer 3

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Question 4

DEVRY HRM 594 Week 2 DQ 1

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What are the types of experiences, especially staffing-related ones, that an organization will be likely to have if it does not engage in HR and staffing planning? What examples can you share?

Answer 4

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Question 5

DEVRY HRM 594 Week 2 DQ 2

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What methods of job analysis are available? Explain at least one job analysis method and give an example of the type of job it might be best suited for and explain why. What are some of the pros and cons to using multiple methods of job analysis for a particular job? Multiple sources?

Answer 5

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Question 6

DEVRY HRM 594 Week 2 Tanglewood Case 1 Solution

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HRM 594 Week 2 Tanglewood Case 1 Solution

Answer 6

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Question 7

DEVRY HRM 594 Week 3 DQ 1

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Some argue that it is better to develop your own organizational leadership internally than to hire it externally. What reasons would they use to support their conclusion? Would that strategy be appropriate for all organizations? Why or why not?

Answer 7

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Question 8

DEVRY HRM 594 Week 3 DQ 2

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In designing the communication message to be used in external recruiting, what kinds of information should be included and why? Can anyone share an example of a good communication message? A bad one?

Answer 8

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Question 9

DEVRY HRM 594 Week 4 DQ 1

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What are some of the common measures used in staffing? Imagine a staffing system in which there are no measures used. What would you expect to find?

Answer 9

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Question 10

DEVRY HRM 594 Week 4 DQ 2

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What role do initial assessment methods play in the selection process? If you were starting your own business, which initial assessment methods would you use? Substantiate your answer.

Answer 10

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Question 11

DEVRY HRM 594 Week 4 Tanglewood Case 3 Recruiting Solution

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HRM 594 Week 4 Tanglewood Case 3 Recruiting Solution

Answer 11

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Question 12

DEVRY HRM 594 Week 5 DQ 1

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Staffing experts recommend the use of structured interviews in the selection process. Why are they considered to be more effective than unstructured interviews? Discuss the pros and cons of each method.

Answer 12

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Question 13

DEVRY HRM 594 Week 5 DQ 2

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Please be sure to read Tanglewood Case: Case 4 if you have not done so already. Review the proposed set of hiring tools. What is the practical and statistical significance of these tools? How might adopting these new hiring methods benefit stores?

Answer 13

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Question 14

DEVRY HRM 594 Week 6 DQ 1

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What roles should HR professionals play in staffing decisions? How should we determine who should be involved?

Answer 14

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Question 15

DEVRY HRM 594 Week 6 DQ 2

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What is adverse impact? Can anyone give an example? Do you feel Tanglewood’s staffing practices are potentially leading to adverse impact? Why or why not?

Answer 15

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Question 16

DEVRY HRM 594 Week 7 Course Project

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HRM 594 Week 7 Course Project

Answer 16

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Question 17

DEVRY HRM 594 Week 7 DQ 1

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What is the difference between a centralized staffing function and a decentralized staffing function? Why would an organization want to have a centralized staffing function, as opposed to letting each manager be totally responsible for all staffing activities in his or her department?

Answer 17

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Question 18

DEVRY HRM 594 Week 7 DQ 2

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What are some of the main causes of voluntary turnover? If a person says to you - “It’s easy to reduce turnover, just pay people more money” how would you respond?

Answer 18

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Question 19

DEVRY HRM 594 Week 8 Final Exam Guide

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(TCO B) Review the 13 strategic staffing decisions that organizations must make when developing a staffing strategy. Provide an example of an organizational business strategy, and explain how each decision might be impacted by the given business goals. (Points: 25)

(TCO E) You are the staffing manager for your organization. Fully discuss the administrative issues that you would address in the planning stage of external recruiting. Explain the importance of each issue. (Points: 30)

(TCO G) If you were the HR staffing manager for an organization, what guidelines might you recommend regarding oral and written communication with the job applicants by members of the organization? (Points: 30)

(TCO C) As an HR leader, how would you try to get individual managers to be more aware of the legal requirements of staffing systems and to take steps to ensure that they themselves engage in legal staffing actions? (Points: 30)

(TCO F) Assume you gave a general ability test, measuring both verbal and computational skills, to a group of applicants for a specific job. Also assume that because of severe hiring pressures, you hired all of the applicants, regardless of their test scores. How would you investigate the criterion-related validity of the test? (Points: 25)

(TCO H) There are numerous negative organizational consequences to firing employees, including the discomfort of the supervisor who delivers the termination information, conflict or sabotage from the departing employee, and the potential for a lawsuit. In response, many supervisors provide problem employees unpleasant work tasks, reduced working hours, or otherwise negatively modify their jobs in hopes that the problem employees will simply quit. What are the ethical issues raised by this strategy? (Points: 30)

(TCO A) Imagine an organization that has a staffing process in which vacancies are filed (a) on a lottery basis from among job applicants, or (b) on a first-come, first-hired basis among job applicants. Predict the potential problems associated with these scenarios. (Points: 30)

(TCO D) It has been suggested that “ethical conduct” be formally incorporated as a general competency requirement for any job within the organization. Debate the pros and cons of this suggestion. (Points: 30)

(TCO I) Consider a circumstance where your organization is doing exit interviews and has promised confidentiality to all who respond. Your supervisor has asked you to give the name of each respondent so she can assess the information in conjunction with the person’s supervisor. What obligation do corporate HR employees have to keep information confidential in such circumstances? (Points: 20)

(TCO B) Discuss the 13 strategic staffing decisions one must make when developing an organizational staffing strategy. Do you believe that some of them are more important to an organization than others? Which ones? Fully explain your reasoning, providing clear examples to illustrate your position. (Points: 25)

(TCO E) You are the staffing manager for your organization. Fully discuss the administrative issues that you would address in the planning stage of external recruiting. Explain the importance of each issue. (Points: 30)

(TCO G) You are a staffing manager. Recommend the steps your organization should take to develop and implement a policy regarding employment-at-will. Explain the importance of having an employment-at-will policy, and the consequences of not having one. (Points: 30)

(TCO C) As an HR leader, how would you try to get individual managers to be more aware of the legal requirements of staffing systems and to take steps to ensure that they themselves engage in legal staffing actions? (Points: 30)

(TCO F) You are a staffing professional. Describe how you might go about determining scores for applicants’ responses to: a. interview questions, b. letters of recommendation, and c. questions about previous work experience. (Points: 25)

(TCO H) You are an HR Manager for ABC Corporation. Your strategic staffing plan indicates that in the next five years, your 500 Customer Service Representatives will need specific computer skills to utilze a new technology that is planned. None of the reps currently have this skill. Other than terminating all of the employees and hiring new employees with the required skills, discuss two possible alternatives the company might consider. (Points: 30)

. (TCO A) Imagine an organization that has a staffing process in which vacancies are filed (a) on a lottery basis from among job applicants, or (b) on a first-come, first-hired basis among job applicants. Predict the potential problems associated with these scenarios. (Points: 30)

. (TCO D) You are the HR Manager of your organization. Your task is to perform job analysis on all of the jobs within your organization. What are the advantages and disadvantages to using multiple methods of job analysis for a particular job? Multiple sources? (Points: 30)

(TCO I) Which of the costs and benefits of voluntary turnover are most likely to vary according to the type of job? Give specific examples. (Points: 20)

Answer 19

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