.../531 Human Capital Management Final Exam Progress: (0/36) 1) ____________ are internal states that focus on particular aspects of or objects in the environment. A. Concepts B. Abilities C. Attitudes D. Values 2) Inventory shrinkages and accidents pertain to which component of direct costs associated with mismanaged organizational stress? A. Communication breakdowns B. Loss of vitality C. Performance on the job D. Participation and membership 3) Distrust, disrespect, and animosity pertain to which component of indirect costs associated with mismanaged organizational stress? A. Communication breakdowns B. Performance on the job C. Participation and membership D. Quality of work relations 4) Title VII is most relevant to the employment context because it __________on the basis of race, color, religion, sex, or national origin in all aspects of employment. A. prevents layoffs B. eliminates nepotism C. prohibits discrimination D. encourages advancement 5) Thousands of equal-pay suits have been filed, predominantly by ___________ since the Equal Pay Act of 1963 was passed. A. Americans with disabilities B. the elderly C. African Americans D. women 6) The Thirteenth Amendment A. prohibits each government in the U.S. to stop a citizen from voting based on race B. prohibits the denial, termination, or suspension of government contracts C. prohibits slavery and involuntary servitude D. guarantees equal protection of the law for all citizens 7) Which of the following would you associate...
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...Career Development Plan Part 2 Individual Assignment: Career Development Plan Part II – Development of a Training and Mentoring Program. Sherry Martin HRM/531 Example #1 Running head: CAREER DEVELOPMENT PLAN PART 2 Career Development Plan – Part 2 The second part of the development plan will address the training needs for each individual chosen to be a member of my team that will help them achieve the strategic goals for the company. To assess training needs and develop a plan to meet those needs, an analysis needs to be performed on four levels. Analysis needs to be done organizationally to determine what training is needed by employees to accomplish the strategic goals of the company. The next analysis is done on the demographics of the workers. This analysis will ask the question, are there any groups of employees that need specialized training to help them meet the goals. The next analysis should be done on the operation. This aspect will help assess what job specific requirements the employees need to be trained on. The final analysis is done on the individual level and will assess how each individual performs their job and what specific training may be necessary to help them do the job better (Casio, 2005). Organizationally, the strategic goal for InterClean is to become a global leader in providing products and solutions for all their customer’s sanitation needs. For the demographics portion of the analysis, there is no group that needs specialized...
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...Career Development Plan Part I--Job Analysis and Selection Report Lorna L. King HRM 531 August 16, 2010 Scott Beck 1. Executive Summary The findings show that Team King has the right skills and talent to take InterClean, to the new strategic direction of providing full-service cleaning solutions for organizations in the health care industry. Team King will undergo an intensive training program in the next month. Each member has sales goals of a minimum of two contracts per month and maintains contacts with current clients. Therefore, I recommend a 10% sales bonus for any sales above the minimum sales goal of two contracts per month. 2. Contents 1. Executive Summary 2 3. Introduction 3 4. Findings 3 4.1 Job Analysis 3 4.1.1 Job Analysis Methods 3 4.1.2 Job Duties 4 4.2 Workforce Planning System 4 4.2.1 Talent Inventory /Positions 4 4.2.2 Action Plan (training, placement, promotion, development and compensation). 5 4.2.3 Goals ...
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...InterClean Company Development Plan University of Phoenix-Diamond Bar HRM/531 Human Capital Management September 19, 2010 InterClean looks at two key elements of a job analysis, one it identification of major job requirements (MJR) which are the most important duties and responsibilities of the position to be filled. They are the main purpose or primary reasons the position exists. The primary source is the most current, official position description. The second element is identification of knowledge, skills and abilities (KSA) required to accomplish each MJR and the quality level and amount of the KSA’s needed. Most job analysis deal with KSAs that are measurable, that can be documented, and produce meaningful differences between candidates. Typically, possession of KSAs is demonstrated by experience, education, or training. Goals of KSAs is to identify those candidates who are potentially best qualified to perform the position to be filled. (U.S. Department of Interior, 1998) InterClean ------------------------------------------------- ...
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...Career Development Plan Part I Job Analysis and Section at InterClean/EnviroTech InterClean has merged with EnviroTech and, as a result, has taken on a new strategic direction. The $8 million dollar institutional and industrial cleaning and sanitation industry is no longer about the product that works. The industry has evolved into providing the best solutions and services to customers to make cleaning efforts efficient in an industry with stringent requirements and environmental safety. InterClean/EnviroTech’s future success is dependent on our ability to provide solutions to our customers. Customers, especially in the healthcare industry, are looking for turn-key solutions that include product training for employees, regular monitoring and info-sharing of new relevant regulations. Our goal is to provide a full spectrum of cleaning services and solutions. Under the newly proposed solution/service model, our sales representatives will be grouped into multifunctional teams that link high-quality products with high-quality service (InterClean, 2008). According to HR Guide to the Internet, job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgments are made about data collected on a job (HR Guide, n.d.). An effective job analysis gathers information and focuses on behaviors and tasks and identifies the employee’s knowledge, skills...
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...HRM 531 Week 4 Knowledge Check Correct answer in Capital Letter 1. The level of training needs analysis that focuses on identifying whether training supports the company’s strategic direction is called _____ analysis. a. individual b. environmental c. operations D. organization Organization analysis determines the overall needs of the company so that training can be designed to focus on strategic goals. 2. _____ analysis is helpful in determining the special needs of a particular group, such as older workers, women, or managers at different levels. a. Individual b. Operations C. Demographic d. Organization A demographic analysis can assist in designing training and selecting appropriate training methods. 3. The level of training needs analysis that attempts to identify the content of the training is _____ analysis. A. operations b. individual c. environmental d. organizational The operations analysis tries to break down the job and determine the specifics tasks that the employee needs to learn. 4. ____ refers to the material that is rich in association for the trainees and is therefore easily understood by them. A. Meaningfulness b. Pygmalion effect c. Orientation d. Training paradox To structure training for meaningfulness, provide an overview of the material at the start of training. Use real-life examples and build from simple skills to more complex as you go. 5. Which theory...
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...Labor Laws and Union – United Parcel Service Michelle Adams HRM 531 April 2, 2012 Yamile Bandera United Parcel Service United Parcel Service (UPS) was established by James E. Casey, aka Jim. He had a vision and saw a need for private messenger and delivery services in America. According to, UPS online, “James borrowed $100 from a friend and established the American Messenger Company in Seattle, Washington.” Though there were already a few messenger and delivery companies in existence at that time in his area, and he worked for a few of them, he went ahead and established his own company. Jim had a partner whose name was, Claude Ryan. They operated solo for quite some time delivering and messaging, and were successful despite of the competition. Service was round the clock, 24-7, on foot, or on bicycle. United Parcel Post Service resulted seven years later. Policies at United Parcel Post Service were adhered to in a strict manner, and are still in play today at United Parcel Service (UPS). Jim Casey insisted on, “customer courtesy, reliability, round-the-clock service, and low rates.” The slogan is, “best service, low rates.” In 1924 UPS introduces its first “conveyor belt system” for handling mass packages with ease. In 1975, UPS went international, and commissioned its own flight service in 1981, with the Federal Aviation Authority (FAA), thus officially becoming an Airline. In 1993, UPS was “delivering 11.5 million packages and documents per day for more...
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...Report Week 3 Lisette Rodriguez HRM/531 May 02, 2011 May 02, 2011 Memo To: Sales Team Subject: Training and Mentoring Program for InterClean/EnviroTech sales team Due to the departmental changes and restructuring of the sales team, we have developed a training and mentoring program. The program has been developed in order to align our workplace training with our business objectives. We have been doing things differently for quite some time. Although we have been effective in maintaining and growing market share as separate entities, we must capitalize on having two completely different sets of resources. I know that each company has had its individual road to success; however, we must come together to form a unique blend of unity as we merge the two philosophies. In the past, we sold products to customers to achieve our sales quotas. The new training will be to improve our service based sales. This training will provide the sales team with the opportunity to learn our new way of selling. It will involve getting acquainted and building rapport with the customer. This will further engage the customer and give them a sense of trust. By earning their trust, they will be more likely to share their product deficiencies with us. The training will provide us with the listening tools to receive the information given, and base their product need off of what we gather from them. With the new tools, we will be able to paint the picture for the customer and assure...
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...|[pic] |Course Syllabus | | |School of Business | | |HRM/531 | | |Human Capital Management | Copyright ©2011 by University of Phoenix. All rights reserved. Course Description This course prepares students to address the concepts of personnel development as managers. Students learn criteria for developing effective job analysis, appraisal systems, and appropriate career development plans for employees. Other topics include personnel selection, employee compensation, benefits, training, workplace diversity, discipline, employee rights, unions, and management behaviors. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies...
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...Career Development Plan Part I Job Analysis and Section at InterClean/EnviroTech InterClean has merged with EnviroTech and, as a result, has taken on a new strategic direction. The $8 million dollar institutional and industrial cleaning and sanitation industry is no longer about the product that works. The industry has evolved into providing the best solutions and services to customers to make cleaning efforts efficient in an industry with stringent requirements and environmental safety. InterClean/EnviroTech’s future success is dependent on our ability to provide solutions to our customers. Customers, especially in the healthcare industry, are looking for turn-key solutions that include product training for employees, regular monitoring and info-sharing of new relevant regulations. Our goal is to provide a full spectrum of cleaning services and solutions. Under the newly proposed solution/service model, our sales representatives will be grouped into multifunctional teams that link high-quality products with high-quality service (InterClean, 2008). According to HR Guide to the Internet, job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgments are made about data collected on a job (HR Guide, n.d.). An effective job analysis gathers information and focuses on behaviors and tasks and identifies the employee’s knowledge, skills...
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...Running head: Career Development Plan Career Development Plan Jamie McDaniel University of Phoenix Job Title: Salesperson Evaluator: Jamie McDaniel Organization: InterClean, INC. Administrator: David Spencer Date: April 19, 2010 Overview [pic] Job Description: Employees will take training that consists of: 1) Job Related a) Updates to current product lines b) New applications for existing products c) Products rolling out over the next year d) New product features e) Warranties and formulas f) Sales training and skills development consisting of updates on generating leads g) Responding to inquiries h) Growing the client base i) Establishing an effective tracking system j) Working with long term clients k) Generating referrals 2) General and non-job related a) Time management b) Stress reduction c) Nutrition d) Pilates exercises e) Investing for retirement 3) Contract related a) Contract bidding b) Estimating contract cost c) Contract administration d) Tracking e) Proposal development f) Contract renewal issues 4) Computer/Software a) Word processing applications b) Power Point c) Excel Spreadsheets ...
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...Week Two Learning Team Reflection HRM / 531 Team C has chosen to go with the small business, we have come up with principles and strategies that would apply to Mr. Stonefield Limousine Company. Whether it is a small or large business entity our team agrees that every employer should be familiar with the employment laws and regulations which also vary from state to state. It is our team recommendation that the business should make it a priority to stay in compliance. Since Mr Stonefield business will be operating in Austin, Texas he needs to make certain that he is with compliance with Texas state employment laws and Federal laws regulations. We will be addressing a list of laws that we feel that are very important for Mr. Stonefield Limousine service. Title VII The main federal statute prohibiting job discrimination is Title VII of the Civil Rights Act of 1964. Title VII prohibits discrimination by an employer against any individual with respect to his or her compensation, terms, conditions, or privileges of employment, based upon that individual’s race, color, religion, sex, or national origin. Under Title VII then, employers cannot use any of these factors in determining whether to hire or not to hire a certain applicant. ("Employers Guide To General Employment Law", 2008). The Americans with Disabilities Act (“ADA”) makes it unlawful for an employer to: 1. Limit, segregate, or classify an applicant or employee in a way that adversely affects the opportunities...
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...Career Development Summary HRM/531 Human Capital Management October 18 2010 Since my promotion to midlevel management, I have been working very hard on the new career development plan for the company. I will hire a Vice President of Sales and four other sales positions will be filled, these positions include a sales manager, and three outside sales representatives. Job descriptions and qualifications: It is important to InterClean to hire five positions, one in which will be vice president of sales. Vice president of sales responsibilities are, overseeing the hiring and development of a worldwide sales organization, suitable for a growing company. Vice President of sales also most institute compensation, training, and sales incentive programs. Development a nationwide and international sales strategies. Continue customer relationships and employ new strategies for increasing the company’s customer base. Vice President of sales qualifications includes, at least four years sales experience in similar industries, and five in management. Vice President of sales most have established sales record in company product. Vice President of sales, most be able to manage at both the strategic and daily operation. I have chosen this vice president candidate for this position because of his 15 years sales experience, he has an outstanding track record, work history, and knowledge in the global industrial cleaning and sanitation industry. He has the ability implement...
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...JOB ANALYSIS AND SELECTION HRM/531 04/30/2010 KARIN LACANNE Interclean Inc is ready to become one of the biggest company’s providing products and services on cleaning and sanitation industry, to achieve that the sales department will have to adapt in order to fit in the new company vision. The following I will explain my job analysis for this department and also the job description which is part of the job analysis and outline a workforce planning and then select new member for our teams key sales department . After I concluded my job analysis for a new salesperson using the observation method I collect information on the following areas: Duties and Tasks The basic unit of a job is the performance of specific tasks and duties. Information to be collected about these items may include: frequency, duration, effort, skill, complexity, equipment, standards, etc. Environment This may have a significant impact on the physical requirements to be able to perform a job. The work environment may include unpleasant conditions such as offensive odors and temperature extremes. There may also be definite risks to the incumbent such as noxious fumes. Tools and Equipment Some duties and tasks are performed using specific equipment and tools. Equipment may include protective clothing. Relationships Supervision given and received. Relationships with internal...
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