...HRM 320 Final Exam Question | Answers 1. (TCO 1) HR has moved from an administrative function to a transformational function. This change is based on automating HR functions through an HRIS system. Explain how HR evolved throughout this process. Describe the trends that HR is facing, and will face, through technology. (Points : 30) 2. (TCO 2) Organizations are now relying more and more on HR’s ability to provide employee data. Explain how HR is now able to provide the organization employee information through technology and move towards meeting organizational goals. Provide an example. (Points : 30) 3. (TCO 3) Explain how HR technology can improve efficiency and effectiveness in HR functions. How, specifically, can HR technology support the business? Provide an example. (Points : 30) 4. (TCO 4) Some people have criticized companies for “pushing” HR’s work onto employeesthrough self-service technology. Provide your assessment of self-service technology, from a strategic standpoint. How would you thoroughly defend this technology advancement? (Points : 30) 5. (TCO 5) Compensation, benefits, staffing, and performance management are four major components of the HR responsibilities. Thoroughly review each component, and specifically explain how technology can impact these functions, both from an operational standpoint and an HR standpoint. (Points : 30) 6. (TCO 6) What should be the key considerations for a small but fast-growing organization...
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...1. In the Hillsdale Savings Bank, a Menorah and a Christmas tree are displayed. Maria McDougal, a teller, brings a small nativity scene for display. The bank manager refuses to display it for fear of offending non-Christians. After Maria writes to the bank headquarters, she is terminated. How would you advise her to proceed? (Chapter 14, P. 358) According to Moran (2011), Title VII of the Civil Rights Act of l964 prohibits employers, except religious organizations, from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment. Title VII also requires employers to reasonably accommodate the religious practices of an employee, unless to do so would create an undue hardship upon the employer. Maria was terminated from her position as a teller at Hillsdale Savings bank because she wrote to the bank's headquarters regarding a small nativity scene that her manager refused to display for fear of offending non-Christians. I would advise Maria to file a claim against the bank through EEOC because all she did was write a complain to the headquarters. Employers cannot discriminate when making an employment choice because of the religion of the employee. So in this case Maria should not have been terminated. Maria has to show that her rights were violated under the religious accommodation rules. But here is a hypothetical situation, supposedly this particular branch of Hillsdale Savings Bank have 15 or less employees...
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...Sexual Harassment Research Paper Legal Definition of Sexual Harassment Sexual harassment is defined as unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of sexual nature that tends to create a hostile or offensive work environment. This also includes displaying material of sexual nature that one may find offensive. (LawInfo, para. 1-2) Sexual harassment vs. gender discrimination Sexual harassment differs from gender discrimination in that the unwanted sexual advances, verbal or physical, is behavioral and seeks personal motives. With gender discrimination, it’s not so much based on the unwanted advances and behavior, but how an individual is treated unfairly on the basis of their sex. In both cases, it can happen to males and females. (Sexualharassmentlawyer, para. 2-3) Legal definition of “quid pro quo” (vicarious liability) sexual harassment and example Quid pro quo sexual harassment is defined as employment benefits that are made dependent on the provision of sexual favors; failing to do so, can have serious drawbacks such as loss of employment or benefits. (USLegal, para. 1) Example, a manager makes sexual advances towards one of his employees and he or she repeatedly rejects him. The manager then tells the individual that they must comply with his request or else they will lose their upcoming promotion and potentially their job. The employee feels pressured and feels as though they must comply since their manager...
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...Systems Consideration in HRIS In today’s knowledge economy, organizational success depends almost disproportionally on the performance of Human Resources (HR). To increase the effectiveness of Human Resource Management (HRM) organizations are becoming more dependent on human Resource Information Systems (HRIS). A HRIS organizes employee applicant and qualifications, organizational demographics, recruiting, professional development, performance appraisals, payroll, retention, and attrition. Organizations that implement HRIS’s improve the organizations administrative efficiency with faster information processing, improved employee communications, greater information accuracy, lover costs and overall HR productivity improvements (Beadles, 2005). When selecting a HRIS, Human Resources (HR) should consider the efficiencies of using software as a service, the inefficiencies of various Microsoft Access based database software, the risks involved with integrating and combining multiple products into one system, and the consequences of improper database maintenance. In analyzing HRIS’s that would be beneficial in my current organization I chose to focus on HRIS Pro by Micro Systems, and MyHRIS by Nuview Systems. Commercial Database Systems HRIS-Pro information management software allows organizations greater effectiveness in managing HR functions and responsibilities. The advantages of HRIS-Pro are the information systems cost, modular flexibility, expansion capabilities,...
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...Human resource (HR) database systems are in vast abundance throughout the business world today. HR database systems help HR professionals manage and carry out basic functions needed to achieve organizational goals and objectives. Column Case Management HR and HR Quick are two commercial HR database systems. Column Case HR is an easy to implement, web-based HR Services delivery solution addressing collaboration, content management, workflow automation, and integration features to improve organizational performance. Column Case HR advantages include multi-language support, 24-hour access, security features, it capitalizes on HR talent productivity and organizational performance, computerizes and regulates organizational practices and communication, and improves information distribution with extremely versatile, case-specific workspaces. Column Case HR only disadvantage would be its price; smaller businesses might not have the resources to afford its services. HR Quik is a Human Resource Management System that simplifies the processes and procedures of tracking employee information and generating forms that are critical to the employment process. HR Quik advantages include affordability, user-friendly; can easily track history of job, salary, and manager changes, track benefits plans by employee, employment forms are easily generated and ready to print, and running reports are hassle free. HR Quick also doesn’t have any management features that would allow the company to manage...
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...Running head: ADP Functionalities ADP Functionality Kenya Clark DeVry University Introduction My introduction needs no introduction because ADP Vantage Human Capital Management (HCM) does it all. In detail, this software does everything but the employee’s work duties. Its functionality software extends beyond a basic logging system and equips businesses with the tools to improve the company-employee relationship on multiple fronts. A valuable HCM solution may also assist with increasing employee satisfaction and motivation, as well as automate many of the tedious administrative tasks involved in managing human capital. When reviewing software options, it’s important to look for a solution that is customizable to address your company’s specific business needs, easily integrates with your existing payroll and HR software and collects data to produce valuable insights into retention patterns and workforce strengths and weaknesses. ADP Functionality ADP vantage HCM, is one of the most widely used software for HRIS (Human Resource Information Systems) in the United States. With the right training from management, employees would remain motivated and begin to enjoy the company while increasing their absenteeism, and their respect for their company while making the employee’s feel like they are a part of a family outside of home. The employees would start feeling a sense of appreciation. A happy employee causes a happier work environment. Business Assessment The ADP Vantage...
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...Running head: Human Resource System Executive Summary In 1992, Riordan Manufacturing Inc., implemented and established human resource information system (HRIS), which was included as part of a financial package. The HRIS package included functions such as maintaining personnel information, pay rate and tax information, hire and seniority dates, vacation leave for non-exempt employees, and organizational information. However, certain areas of the HRIS could be improved upon and developed. One area that needs improvement is the network communications between headquarters and all the Riordan plants. Improvements are also needed in central repository, resume storage, maintaining training and knowledge skills information, online employee user interface, and a central location for updating and maintaining employee personal and professional information. Improving the current HRIS activities would be advantageous to Riordan leadership and their employees. Hugh McMCauley, the COO for Riordan Manufacturing requested that the human resources (HR) system be analyzed to integrate the existing variety of tools in use in the present day to a single integrated application. The request will take advantage of a more sophisticated look for information systems technology in the HR department at Riordan Manufacturing. After the project is to be completed, Riordan Manufacturing will then be left with a detailed project plan that will provide a list of tasks, resources, schedule and budget required...
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...Lawson.com | Industries of all types and sizes, with a particular emphasis on the healthcare and US public sectors | UltiPro HR | UltiPro Workforce Portal, eEmployee Self-Service, eManager Self-Service, eAdministration, eHuman Resources, ePayroll Processing, eRecruitment, eBenefits Enrollment, eReporting and UltiPro Business Intelligence, Position Management | SAAS, cloud | Customer videos, whitepapers, video casts, company documents, podcasts. | Ultimate has a comprehensive and well structure website. It is very informative with all kinds of introductive videos and descriptions. Attractive website. | Ultimatesoftware.com | Industries of all types and sizes (ranging from 200 – 1000+ employees) | Oracle | Human Resources, HCM Warehouse, HRMS Portal Pack, Employee Benefits and Compensation Modules, Recruiting Modules, Payroll Modules, eDevelopment, Learning Management, ePerformance, Workforce Planning, Absence Management, Directory Interface, eProfile, Time and Labor. | SAAS | Oracle Premier Support, Oracle Advanced Customer Support Services, My Oracle Support, Training. | The website is well categorized, and the interface is very fancy. It is informative as well, and it will attract many potential...
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...Executive Summary Castle’s Family Restaurant has been a highly successful restaurant operating in the northern California area for the last thirteen (13) years. As a family-owned chain, the restaurant as proven success by operating eight (8) restaurants under the family name. In an effort to continue achieving the high levels of success that it has experienced over the years and possibly expand further, certain aspects of the operation of the company will have to be controlled by technology. One such area is the HR process that has become a manual, time consuming, daunting process. Castle’s can improve their HR operations and support their growing company overall, by implementing a web-based HRIS. After much research and evaluating the needs of the organization my recommendation to help with automating the HR process would be Asentis. This web-based software would be an asset to the restaurant chain. It would assist the operations manager, Jay Morgan is carrying out his duties in a more time effective manner rather than driving from store to store to deal with HR issues. Asentis is secure, comprehensive, caters to the needs of a growing business and is very easy to use. Asentis will assist with the payroll process and other aspects of the business including scheduling, benefits management etc. Additionally, with a staff of 340 plus, having this system will allow for better scheduling which can also be tied into the payroll system once implemented that way. The software...
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...3-(Rola) Section ENV 1-(Carlee) B2-03 B2-03 B2-03 D3-11 D3-11 D3-07 D3-07 D2-07 B2-10 B2-10 D2-07 D2-07 B2-03 MTH 002 Pre-Calculus Section 1(Campbell) Section 2(Campbell) B1-07 B1-08 D3-03 GED 196 Communication Skills in Arabic 1 Section A-1(Dalal Halalat) Section A-2(Sherif Sharkawi) Section A-3(Dalal Halalat) Section A-4(Dalal Halalat) Section E-1(Sherif Sharkawi) Section E-2(Sherif Sharkawi) B2-10/B2-01 D3-07/D2-04 B2-03/B2-01 B2-07/B2-01 D3-11/ D2-04 D3-07/D3-11 D2-07/ D2-04 D2-07/ D2-04 BUS 111 Marketing of Services GED 132 MGT 405 MTH 001 GED 252 Science and Technology in Society Business Ethics and Social Responsibility College Algebra Critical Thinking Section E-1(Mustafa Tajdin) B2-03 B1-11 B2-10 GED 195 SWS 320 D3-07 D3-07 D3-07 D2-07 D2-07 D2-07 Section E-3(Sherif Sharkawi) Section E-4(Sherif Sharkawi) Descriptive Geometry(SA) Operational Research B1-08 B1-08 7th December 2013 LNG 173 Professional Communication Skills Section ARC & ENG 1-(Henrick) Section BUS 1-(Henrick) Section BUS-2(Henrick) Section ARC 1(Rama) Section ENV 1(Rama) B3-07/B3-08 B3-01/B3-08 B3-08/ B2-07 B1-07 B1-08 Section E-2(Mustafa Tajdin) Section E-3(Mustafa Tajdin) Section A-1(Rawa) Section A-2(Rawa) Section A-3(Rawa) 1 LNG 172 English II Section ARC-1(Nadine) Section BUS-1(Dima) Section BUS-2(Nadine) Section BUS-4(Dima) Section ENG-1(Rola) B1-11 B1-12 B2-01 D3-03/D3-04...
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...CHAPTER 9—STAFFING AND HUMAN RESOURCE MANAGEMENT MULTIPLE CHOICE 1. Human resources executive Sarah says, "I finally have a seat at the table." She most likely is implying that a.|she is allowed into the executive dining room.| b.|her work is tied in with company business strategy.| c.|she no longer has to stand in the back of the room during meetings.| d.|she will be allowed to negotiate with the labor union.| ANS: B PTS: 1 DIF: E REF: p. 310 NAT: AACSB: Reflective Thinking, HRM 2. A specific way in which human resources contributes to business strategy is by a.|helping to build high-performance work practices.| b.|organizing company picnics.| c.|making PowerPoint presentations to top management.| d.|helping to prepare job descriptions.| ANS: A PTS: 1 DIF: M REF: p. 311 NAT: AACSB: Reflective Thinking, HRM 3. An example of a workplace factor that could lead to turnover is a.|a booming economy with many job opportunities.| b.|a worker's limited ability to cope with the job demands.| c.|job-hopping tendencies of the worker.| d.|lack of emotional support from the supervisor.| ANS: D PTS: 1 DIF: M REF: p. 313 NAT: AACSB: Analytic, Environmental Influence 4. According to the theory of job imbeddedness, whether employees stay with a firm depends on a.|how long a worker has held the job.| b.|how well the employee is liked by coworkers.| c.|a variety of factors on and off the job.| d.|the worker's demographic characteristics.| ...
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...Tokyo Preface XXII Acknowledgments xxv Strategic Human Resource Management: An Overview 3 Chapter Objectives 2 HRM in Action: Not HR Branding, Employer Branding 3 Human Resource Management 4 Human Resource Management Functions 5 Staffing 5 • Trends if Innovations: Measuring Quality of Hire in Today's Environment 6 Human Resource Development 6 Compensation 7 / Safety and Health 7 Employee and Labor Relations 7 Human Resource Research 8 Interrelationships of HRM Functions 8 Dynamic Human Resource Management Environment 8 Legal Considerations 8 Labor Market 9 Society 9 Unions 10 Shareholders 10 Competition 10 Customers 10 Technology 10 Economy 11 Unanticipated Events 11 How Human Resource Management Is Practiced in the Real World 11 HR's Changing Strategic Role: Who Performs the Human Resource Management Tasks? 11 Human Resource Manager 12 HR Outsourcing 12 HR Shared Service Centers 13 Professional Employer Organizations (Employee Leasing) 13 Line Managers 14 HR as a Strategic Partner 14 A Strategic HR Example 16 A Strategic HR Audit 16 Human Capital Metrics 17 Human Resource Designations 18 Evolution of Human Resource Management: Moving into Strategic HR 18 Evolving HR Organizations 19 Scope of This Book 20 • A Global Perspective: Cultural Differences in Global HR 22 SUMMARY 23 KEY TERMS 24 QUESTIONS FOR REVIEW 24 HRM INCIDENT 1: HR AFTER A DISASTER 24 HRM INCIDENT 2: DOWNSIZING 25 NOTES 25 PART TWO: ETHICAL, SOCIAL, AND LEGAL CONSIDERATIONS 28 Business Ethics and Corporate...
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...------------------------------------------------- Name: Sarah Kearsley ------------------------------------------------- ------------------------------------------------- Centre Name: ICS ------------------------------------------------- ------------------------------------------------- ICS Student Number: 21000543 ------------------------------------------------- ------------------------------------------------- CIPD Student Number: 44235175 ------------------------------------------------- ------------------------------------------------- Qualification Title: Human Resource Practise ------------------------------------------------- Unit Title: Understanding Organisations and the Role of Human Resources (3HRC) ------------------------------------------------- Unit Code: 40552A ------------------------------------------------- Assignment Number: 1 ------------------------------------------------- Candidate declaration: ------------------------------------------------- ‘I confirm that the work/evidence presented for assessment is my own unaided work.’ ------------------------------------------------- ------------------------------------------------- I have read the assessment regulations and understand that if I am found to have ‘copied’ from published work without acknowledgement, or from other candidate’s work, this may be regarded as plagiarism which is an offence against the assessment regulations and leads to failure in the relevant unit...
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...contributors Preface Authors’ acknowledgements Tour of the book HRM as I see it: video and text feature Publisher’s acknowledgements Key topics grid xviii xx xxi xxii xxv xxxiii xxxiv xxxvi xxxviii xl 1 2 2 2 3 3 3 4 5 6 8 9 9 13 16 17 18 18 20 22 22 24 25 27 30 I the arena of contemporary human resource management 1 the nature of contemporary HRM John Bratton Outline Objectives Introduction The development of HRM Keynesianism: collectivism and personnel management HRM in practice 1.1: A new role for HR professionals Neo-liberalism: individualism and HRM Management and HRM The meaning of ‘human resource’ The meaning of ‘management’ The nature of the employment relationship Scope and functions of HRM Theoretical perspectives on HRM HRM in practice 1.2: Twenty-first-century senior HR leaders have a changing role The Fombrun, Tichy and Devanna model of HRM The Harvard model of HRM The Guest model of HRM The Warwick model of HRM The Storey model of HRM HRM and globalization: The HRM model in advancing economies? Ulrich’s strategic partner model of HRM Studying HRM Critique and paradox in HRM viii contents ix Case study: Canterbury Hospital Summary, Vocab checklist for ESL students, Review questions and Further reading to improve your mark 33 34 37 37 37 38 38 39 41 44 44 45 46 48 50 52 54 55 56 56 58 60 62 65 66 69 69 69 70 70 71 72 72 73 73 74 77 78 80 81 88 92 2 corporate strategy and strategic HRM John Bratton Outline Objectives Introduction Strategic management...
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...so that they become source of sustained competitive advantage (Wright and McMahan, 1992; Boxall and Purcell, 2008). And that this has led to the evolution of strategic international human resource management (SIHRM), which not only acknowledge the need of balancing global integration and local responsiveness (Evans et al., 2002), but to seek strategic fit between HR policies and business strategy in order to achieve superior business performance. The researcher’s paper focus upon China with reference to foreign MNCs’ operations and the challenges faced from the dual pressure of balancing globalisation and localisation. Arguing that by combining the concept of SHRM with IHRM it identified a new research area of SIHRM which addressed the HRM issues and activities resulting from, and impacting on, the strategic activities and international concerns of MNC’s, that the universality, contingency and configurationally approaches in SHRM provides a theoretical foundation and development of HR practices and firm relationship that have been reflected in the substantial number of empirical studies, The research concludes that HR practices must be combined with specific business strategies to enhance organisation performance, that foreign MNC’s are seeking...
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