Human Resources Management

Before beginning, this discussion read 20 Common HR Metrics and Their Formulas (Links to an external site.). Human resources (HR) departments are becoming more data-driven in order to justify larger budgets and make recruiting more effective. Measuring the effectiveness of recruiting activities is important to ensure the organization is as informed as possible as to how the HR department doing relative to talent management. In preparation for this discussion, research HR metrics and their importance to the organization. Identify and define five to seven HR metrics. Rate three to five of the most important HR metrics and justify why they are the most important. Explain how HR departments, large or small, should leverage HR metrics. Your initial post must be a minimum of 300 words. Support your plans with the discussion article and at least one other scholarly and/or credible source. The Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment. For more information on Human Resources Metrics read this: https://en.wikipedia.org/wiki/HR_Metric

What’s in a Name? In the Afterword, Laszlo Bock describes how Google renamed his position from VP of Human Resources to VP of People Operations. The HR function in today’s workplace has been rebranded with many names: e.g., Human Resources, People Operations, Talent Management, Human Capital, Employee Engagement, Team Member Services, etc. In your opinion, which of the above names for the HR function best describes the role, and why? How has your understanding of the role of an HR professional changed as a result of taking this course? Post your initial response by Wednesday, midnight of your timezone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your timezone.? 1st Person, to respond to  RE: Week 10 DiscussionCOLLAPSE Hi Dr. John and Fellow students What is in a name?  According to Bill Conaty, ” HR leaders have an obligation to balance their strong business partnering role with their employee advocacy role”  This is not as much the question about the name or the title, as Bock wanted it to be when he became the CEO at Google. Titles have an ideology with which people tend to identify themselves with rather than the role they play. It does not matter what a title is; one knows what is being expected of him about their role. Therefore, a title does not matter as long one can be content, have a positive self-image, and trust the people that one works with so that the working environment becomes fulfilling to both the leader and the team members. How has the role of an HR professional changed as a result of this course? This is the one course that I believe should be taught from an early age in life. In fact, it has to be part of the school curriculum from primary education. From the grade three-level, when the learners are taught Life Skills, this should be included. As managers and leaders, one is actually thrown into the deep end because one is focused on getting a higher title, which comes with incentives in monetary rewards. Some people become big-headed and quickly lose their prospective roles in the work-place. Through this course, I have learned to recruit, retain, reward, develop, and assess takes more than a humanitarian principle, which is based on truth, honesty. And love. Each of us needs to view ourselves as founders in any work we are being placed in. And then build a culture based on each one’s calling, a vision, and a mission statement. This gives each of us the latitude to trust others, freedom, and a sense of authority. In this way, the work environment becomes fulfilling for everyone. I would surely recommend this course to anyone in a management position, especially within the department of education, as one has to multitask with little or no knowledge. References: 1.JWMI 521. Week 10 Lecture Notes 2. JWMI. 521 Week 10 Videos 3. Bock, Laszlo, Work Rules. 2017 2nd classmate to respond to RE: Week 10 DiscussionCOLLAPSE Hello Prof. and Classmates I choose Human Capital as the name for the HR function. The word “capital” conveys the image that people within the organization are considered as an asset and not a liability. On the contrary words “ resources” conveys a consumable or reusable source for some purpose. “operations” means processes, actions, or procedures to move from one end to the other (e.g. logistics and distribution) or convert raw material into finished goods ( manufacturing). The right mix of people within an organization has the potential to increase the valuation of the business. Investment of time and money (coaching, mentoring, development) in the right set of people is likely to yield higher return either in terms of productivity or business revenue. After taking this course, I have realized that an HR professional’s role is not just to recruit, assess, develop, reward, and retain. It is beyond it. HR professionals shall strive to provide an environment with sense of purpose and empowerment to employees. Create a purpose-driven culture within an organization, which will drive employees to perform better and be more productive. It is not only about financial rewards, but its also about meeting the employee’s non-financial needs as per Maslow’s hierarchy theory and Hertzberg’s Motivation hygiene theory References Bock, Afterword for HR Geeks Only: Building the World’s First People Operations Team O’Donnell, “Why career frameworks are becoming a must-have” Patty McCord: “Presentation at the 2018 Code Conference” EOV Patty McCord – Retention For more information on Rebranding read this: https://en.wikipedia.org/wiki/Rebranding

Write a 525- to 700-word paper in which you complete the following: Compare at least three possible components of background checks. Recommend elements that should be included in the hiring process. Summarize legal concerns that should be considered for each element. Cite all sources according to APA formatting guidelines. For more information on Background Checks read this: https://en.wikipedia.org/wiki/Background_check

video and “Housecleaning, Then Dinner? Silicon Valley Perks Come Home”  (http://www.nytimes.com/2012/10/20/us/in-silicon-valley-perks-now-begin-at-home.html?pagewanted=all (Links to an external site.))  highlight companies that are rapidly redefining non-financial incentives with their outside-the-box approaches.   In today’s increasingly competitive marketplace, why are non-financial incentives becoming an important tool for recruiting and retaining talent? As a human resource manager, what specific “perks” might you encourage your organization to adopt? Why https://youtu.be/_QqT38QRA84 For more information on Human Resource Manager read this: https://en.wikipedia.org/wiki/Human_resource_management

Consider a high-end hotel chain that is known for its high-quality customer service. They are always in need of enthusiastic, intelligent, and outgoing employees and generally make job offers to applicants that are in high demand. Answer the following in 350 to 525 words: Do you think it is ethical for the hotel chain to give different new hires for the same job different amounts of pay and benefits? Should the hotel chain use a low, competitive, or high job offer? Why? Should the company present a maximum job offer or leave room to negotiate? Why? What can the hotel chain do to increase the likelihood that the top candidates it recruits will accept its job offers? For more information on Hotel Chain read this:https://en.wikipedia.org/wiki/Hotel_chain

Respond to the following in a minimum of 250 words:  What makes up the Employee Value Proposition (EVP)? Give an example of an EVP and explain how it makes a company more attractive to a potential employee. DQ For more information on Employee Value Proposition read this: https://en.wikipedia.org/wiki/Employee_value_proposition

200-250 words Often times hiring managers to choose the best interviewee and not the best candidate for the position. Many times the selection process comes down to two candidates and the interviewers are making a decision with only a small exposure to the person. Think back to an interview that you had to interview for a job. When you finished the interview, did you think the interviewers had enough information about you to make an informed decision? Why or why not? Do you think that “good interviewees” are more likely to get a job versus the right candidate? Why or why not? Discussion Board Rubric Expectation Points PossiblePoints EarnedCommentsApplication of Learning Material Content: Post demonstrates an understanding of Learning Material content. 20 Application of Course Knowledge: Post contributes unique perspectives or insights gleaned from personal experience or examples from discipline. 20 DB Responses: Responds substantively to two posts. Responses encourage interaction in the Discussion Board and classroom community. 20 Organization: Post presents information logically and is clearly relevant to the discussion topic. 8 Professional Language: Posts contain accurate grammar, spelling, and punctuation with few or no errors. (APA formatting is not required.) 7 For more information on Interviewee read this: https://en.wikipedia.org/wiki/Interview

Explain why firms experience evolutionary cycles in which there is a fit between strategy and structure, punctuated with periods in which strategy and structure are reshaped. Provide examples of global firms that have experienced this pattern. Choose a CEO of a prominent firm that you believe exemplifies the positive aspects of strategic leadership. What actions does this CEO take that demonstrate effective strategic leadership? What are the effects of those actions on the firm’s performance? For more information on CEO read this: https://en.wikipedia.org/wiki/CEO

Use at least 5 sources for reference. After researching a corporate scandal—that of Volkswagen, Wells Fargo, or whomever else—write a paper that addresses the following questions: According to your research, what did the relevant corporation do—or fail to do? (Cite at least one reputable outside source here.) In your opinion, why was this scandalous? (Apply at least one ethical theory here.)According to your research, how did the corporation respond? (Cite at least one reputable outside source here.) In your opinion, was the corporation right to respond as it did? (Apply at least one ethical theory here.)  Assuming that it is double spaced, your paper should be no fewer than three and no more than five pages long. Seriously, do not go beyond these limits. Part of the point of this assignment is to learn to write a convincing argument—and no argument will be convincing unless it is clear and to the point. Since it will be graded blindly, do not put any identifying information in your paper. Really, it should not have a heading at all—though a title is okay. As you write your paper, remember to put everything in your own words. At no point in your writing process should you be copying and pasting anything from the internet into your paper? The only exceptions would be quotations, which are fine so long as they are clearly indicated with quotation marks and accompanied by citations. On that note, be sure to cite at least one reputable outside source in your paper. (Examples of reputable sources are The New York Times and The Wall Street Journal.) Certainly, your textbook shouldn’t be the only source that you cite! Last—but not least—be sure to apply at least one ethical theory to the relevant scandal. (Examples of ethical theories are virtue ethics and care ethics.) Of course, it wouldn’t hurt to apply several! For more information on Corporate Scandal read this: https://en.wikipedia.org/wiki/List_of_corporate_collapses_and_scandals

In an organization that wants to use work experiences as a method of employee development, what basic options are available? Which of these options would be most attractive to you as an employee? Why? 300 words