...hrmn 400 | ASSIGNMENT 4 FINAL ASSESSMENT | Southwest Airlines Case Study | | Temony McNeil | 3/9/2014 | | Introduction Southwest Airlines is a very aggressive company striving to increase its competitive advantage in the market without compromising the core values that have been set to differentiate itself from its competitors. It’s only by keeping the values of working hard, having fun, and treating everyone with respect that Southwest Airlines and its affiliates will continue to be an award winning organization. Southwest Airlines has been known to create a synergy between the multitude of personalities and behaviors which make up its workforce. Southwest has benefited from its successes by being able to acquire other airlines. The acquisition of new businesses will allow the Southwest group the opportunity to extend its services globally. Currently, due to limited resources and lack of saturation Southwest Airlines does not have a great market share in international flights. Southwest strives to increase its competitive advantage in the industry by increasing its market share of international flights. In order to do so, Southwest Airlines has recently acquired Air Tram Airways with goals of pursing other acquisition opportunities in the near future. Southwest Airlines must assess the organizational design since the process of aligning objectives can significantly impact its competitive advantage. (McGee & Molloy, 2014) This paper will attempt to detail...
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...Benjamin Leo March 7, 2014 Labor Relations Final Identify two (2) different steps a company should take to prepare for its first round of bargaining with the union (pre-negotiation activities). Explain why each of the steps you have identified is critical to achieving an initial successful collective bargaining agreement with the union. Whenever you bring people together, then put certain individuals in charge of others there is going to be conflict. In the labor relations world this has been going on since the 18th century with the rise of trade unions. (FCMS). Once a situation arises where there needs to be collective bargaining both the company and the union have to take steps to ensure success. The focus of the company before even sitting down at the negotiation table is two fold. The first is to gain situational awareness. This includes understanding what exactly is going to be the issues and then looking back at previous negotiations. This review of past negotiations is a starting point to build the foundation of a plan. The second step a company needs to do before sitting with the union representatives is gathering data. This would include looking back at the past labor contract period and predicting changes. Bring hard numbers to the table help to bring strong evidence for the company’s case. A successful negotiation for the company will depend on preparation; that is why the first step may ultimately be one of the strongest factor on the outcome...
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...What are the major ethical issues associated with conflict in the contemporary workplace? Option B 9/27/2012 HRMN365 \la In the earlier centuries, contemporary workplaces put all of their focus on making their organization grow; however in the twenty century there have been more and more major ethical issues such as Employee Behavior, Harassment, and Paying Employees Equally associated with conflict in the contemporary workplace. Since the rise of ethical issues in the contemporary workplace, it is no longer in the organization hands to enforce ethic training; Courts have made a decision that ethics training became a legal requirement “federal guidelines and state laws make it essential that you provide your employees with a compliance training program on certain laws and ethics-related topics” (Ethics Training Program & Corporate Compliance Training Programs, n.d.). Researchers haves said (Ferrell, O.C., Fraedrich, John and Ferrell, Linda, 2008) that by having an ethical workplace, your organization will benefit from it; it is the key to building an ethical work environment. “A compliance Training program will save you money by reducing the number of legal claims and the costs of investigating, litigating, and resolving those claims” (Ethics Training Program & Corporate Compliance Training Programs, n.d.). With organizations teaching and communicating their values and principles ensuring that employees know proper policies will also reduce some of the major...
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...Knoll Workplace Research Five Trends that Are Dramatically Changing Work and the Workplace By Joe Aki Ouye, Ph.D. Co-Founder and Partner New Ways of Working, LLC The Changing Nature of Work My wife, a manager at Hewlett-Packard, usually has a two minute commute—a thirty foot walk from the kitchen up to her office. She goes “to the central office” about once every other week, more to keep in touch socially rather than to formally collaborate. Although she only meets face-to-face with her globally-based team members about once per year, she has an audio conference with them weekly. As HP’s work force grows and becomes more global, she is a highly sought after manager. She has learned how to work with her distributed team, setting clear directions, communicating often and clearly, and, most importantly, creating activities to engender team trust and cohesion. Most workers today do not work like my wife; most still commute to and from traditional, centralized offices and work with teams in close proximity. Nevertheless, more and more of us are—or will be—working in both non-traditional ways and places, ranging from relying on adaptable furniture and hoteling desks at the central office, to satellite offices, offshore offices, and telework from home. According to a recent benchmarking study by our research consortium, The New Ways of Working, many organizations are formalizing “Alternative Workplace” programs that combine nontraditional work practices, settings and locations.1...
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...Memo Consulting The Ongoing Campaigns K. Alana Wallace HRMN 362 Professor Elizabeth Ross June 22, 2015 XYZ Company TO: Senior Management FROM: Human Resource Manager DATE: 6/23/2015 RE: Campaign As Human Resource Manager for XYZ Company I would like to enlighten senior management about company operations and managements professional conduct under the two significantly differing environments unionized and union free. As XYZ faces the union organizing campaign thoroughly understanding the basic differences, actions as well as statements allowed and prohibited is vital for management during the campaign because both the National Labor Relations Act (NLRA) and the Taft-Hartley Act prohibit employers from discriminating against employees for participating in union activities (NLRB.Gov n.d.). It must be understood viewpoints on operating in a unionized and a union free environment differ between employers and the success of XYZ during the union organizing campaign will greatly depend on management’s thorough understanding of the differing advantages. My overall mission is to make sure the XYZ makes the right decision for our company’s strategic goals both in electing for a union free environment and managements conduct when facing the union campaigning. Thank you, HR Director ...
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...HRMN 410 Southwest Case Study Click Link Below To Buy: http://hwaid.com/shop/hrmn-410-southwest-case-study/ Southwest Airlines Case Study Objective of this assignment: This activity serves as a final assessment for the course. It provides you the opportunity to demonstrate how well you have achieved the learning outcomes of the course. You are to provide your knowledge of the strategic and administrative function of Human Resources by thinking about the situation of Southwest Airlines recent merger and their expansion. Deliverable: • Read and reflect on the case study below • Prepare a response paper of not less than Six pages (excluding title and reference pages) with appropriate in text citations. • Demonstrate your research and analytical skills in developing your comprehensive paper by using the organizations website and outside articles written about the organization to supplement the information provided in the case study. • However, the case study is unique in that it is focused on the HR ramifications and most of the outside reports you will locate articulate the business side of the merger or expansion possibilities. Tailor your paper to the HR ramifications of the merger and expansion. • Keep in mind that the purpose of this final assessment is for you to demonstrate your knowledge of the strategic and administrative function of Human Resources. While the business side of the situation is the foundation, it is the command of the needed tasks...
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...HRMN 302 Communication Skills - E Portfolio Click Link Below To Buy: http://hwaid.com/shop/hrmn-302-communication-skills-e-portfolio/ Instructions This e-portfolio assessment is designed to be used as both a learning tool and as a professional portfolio that you can include in your resume or applications for jobs. You should begin working it around Week 3, even though it is only due Week 8. Click here for directions how to create an E-portfolio/Google Site. The course outcomes for HRMN 302 are: 1. apply appropriate communication media and methods according to the situational need in organizational settings 2. apply communication theories to organizational communication challenges 3. recognize and respond constructively to cultural differences in communication 4. analyze and assess the communication dynamics of an organization to conduct a communication audit First, create your e-Portfolio. Creating an e-portfolio is easy. We recommend you use Google Sites. Go to: https://support.google.com/sites/answer/4417369?hl=en&ref_topic=23216&rd=1 Include an introduction page, one page for each of the three outcomes, and a citations page. You will have a minimum of 5 pages. On each outcome page: Provide the course outcome Explain in your own words and 1-2 paragraphshow each outcome relates to what you have learned in class Post one artifact for each outcome (video, paper, chart, or any type of file you wish to use) that you have createdand that demonstrates...
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...HRMN 410 Senior Management Recruitment Click Link Below To Buy: http://hwaid.com/shop/hrmn-410-senior-management-recruitment/ Senior Management Recruitment Name Institution Senior Management Recruitment Recruitment involves the systematic selection and appointment of employment seeker within a different organization. The recruitment process gets usually conducted by the human resource department of an organization. The process needs to be taken seriously as any fault in the recruitment process can lead to huge losses for the said company. Through recruitment, a firm can learn about the personal and professional life of an individual and can thus determine whether he or she is suitable for a particular job position. I being the human resources manager at human solutions strategies (HSS) have been tasked with finding the best recruitment process to get followed in the future for senior level management officials. Memorandum To: HSS CEO CC: All employees FROM: Patrick L Kluivert -HR manager. DATE: 20/2/2016 SUBJECT: Senior level management recruitment process I would like to thank you for giving me this chance to come up with a better recruitment process for the senior level management. I will be in charge of coming up with the best selection method with the help of two of our employees who are trained in human resource skill. Throughout the process I will outline all the new recruitment methods that have arisen in the near past and outline all the advantages...
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...Final Project Strategic Staffing at Chern’s: A Case Study Case Study Requirements: The assignment is to be only handed in via Moodle.. All questions regarding the assignment must be asked in the forum on Moodle. You may work in teams of 4 maximum. You are required to complete the Team Member Evaluation. IMPORTANT: All submissions will be ran through a plagiarism checker. Your role is an external staffing consultant hired by Chern’s. Your job is to conduct a strategic analysis of how it staffs its sales associate positions. Your final product will require you to combine each of the assignments into a cohesive report, including a table of contents and any necessary appendices. Format your report as a professional product that you would give to the organization. You are expected to document all resources using APA styling. This assignment has been modified from the original: Phillips, J., & Gully, S. M. (2012). Strategic staffing. Upper Saddle River, N.J: Pearson Prentice Hall. Chern’s is decentralized, which means that your report will be distributed to many store managers, many of whom are unfamiliar with staffing terminology and jargon. Write your report so that they understand and adopt your recommendations ad are committed to implementing the changes you’ve suggested you might want to keep a copy of the final report to show potential employers the type of strategic staffing work you are capable of performing. Read the Case Study before going any further. You will...
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...Socialisering Opgave 1) Bedst uddannede mødreHarmonisk: stigende (især 1-3 år)Nogenl. Hrmn.: Gnrl. StigendeDisharmonisk: Ustabil | Dårligst uddannede mødreHarmonisk: falder i starten men stiger kraftigt fra 1-3 årNogenl. Hrmn: Næsten Stabil men der er lidt variationDisharmonisk: Holder på lavt niveau | Socialisering mellem moren og barnet kaldes altså primær socialisering. De harmoniske forhold, som både er for bedst uddannede og dårligst uddannede mor-barn forhold, er stigende. Udefra det kan vi sige at det ikke er så vigtigt om moren har en meget god uddannelse, men derimod er harmonien vigtigst. Det kan vi bekræfte fra vores figur, som viser at det både er stigende for det ene og det andet. Hvis vi så skal se på de nogenlunde harmoniske mor-barn forhold, er det generelt stabil. Men det stiger mest fra 2-3 år. Figuren for begge to ligner meget hinanden, men der er nogle forskelle. Herfra kan vi også se at harmonien spiller en stor rolle. De disharmoniske mor-barn forhold falder oftest i begge figurer. De 2 figurer viser at barnets intelligenskvotient falder når forholdet ikke er harmonisk. Generelt kan vi sige at figuren viser os at det barnets intelligenskvotient ikke har noget at gøre med om hvor uddannet moren er. Det der er vigtigst mellem forholdet er at det skal være harmonisk. Når forholdet er harmonisk bliver barnet klogere, og tværtimod falder barnets intelligenskvotient, hvis forholdet er disharmonisk. ...
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...Training and Development in Human Resource Management Parveender Marrero UMUC Asia Human Resource Management HRMN 300 Tomi Wahlstrom May 8, 2012 Abstract Training and developing employees is very important and crucial in a working environment. There are three major factors in training and developing such as training, talent management and performance management. All these factors affect the employer and employees. Having a company with well-trained and qualified employees will produce a more strategic and successful company compared to a company with untrained and undeveloped employees. Better-trained and developed employees are more motivated in a work force. Also being trained and developed will help the individual make more effective decisions for the company. Employees are more eager to acknowledge accountability for their decisions and have strong desire to place the organizational goals exceeding their own. Training and developing are both methods of learning that pertains to any business. Developing employees acknowledges them to develop as organizational leaders. Training, instead teaches people skills that they lack. Together they can help develop an organizational background that promotes employee commitment. Every employer should implement training and development in their workforce to better their company and employees for the future. Training and Development in Human Resource Management There are three important aspects in training and development,...
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...HRMN 408 Conference (Week 3) I Just Want to Make Lamps 1. Julie can make a national origin claim under the protected classes of Title VII. Jeremy, the hiring manager, made statements about the company suffering because of her husband’s Cuban disease. Under the basis of national origin, it’s illegal to discriminate against an individual because of birthplace, ancestry, culture, or linguistic characteristics common to a specific ethnic group. In addition, national origin discrimination also can involve treating people unfavorably because they are married to (or associated with) a person of a certain national origin or because of their connection with an ethnic organization or group. Jeremy also made a statement about blondes are easier to work with. If Julie wasn’t a Caucasian, she could file a claim under race discrimination. Race discrimination involves treating someone (an applicant or employee) unfavorably because he/she is of a certain race or because of personal characteristics associated with race (such as hair texture, skin color, or certain facial features). Race discrimination also can involve treating someone unfavorably because the person is married to (or associated with) a person of a certain race or color or because of a person’s connection with a race-based organization or group, or an organization or group that is generally associated with people of a certain color. 2. If Julie was told that Susannah got the job on March 10, 2011 and Julie filed...
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...Communication Competency, is it a Skill or an Art? Cathy Doane HRMN 302 Communication is the ability to effectively give or receive ideas, information, signals or messages. Competency is one's knowledge or skill that enables a person to act effectively in any situation. The ability of someone to communicate competently, takes practice of this skill and the art in getting the information across for the audience to correctly understand, the interweaving of language. The idea of communication competency being an art or skill can be argued once we know what the differences are between art and skill. When we make an effective determination, we can then realize that it is both a skill and an art. Skill is the ability to use one’s knowledge effectively and readily in execution or performance. It can be defined as a learned power of doing something, a developed aptitude or ability (Merriam-Webster). It is also ability and capacity acquired through deliberate, systematic, and sustained effort to smoothly and adaptively carryout complex activities involving ideas, things and/or people (business dictionary). Poker is a game of skill, knowing how to play the game gives you the ability to win. Skill stresses technical knowledge as in the skill of a glassblower, learning the technique is what makes an excellent finished product. We learn skills for communication in our...
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...Reflection During the time in HRMN 302, there were many elements of communications that I was able to learn from during this class. Many pieces of organizational and effective communications methods were very evident throughout the text. It provide incite into many aspects of our every day lives. I learned during the time spent in this class that a person is able to communicate more ways that one. This communications class taught me how powerful written words and language can be when done properly. You can use your words, attitude, body language, behavior, and even the way you carry yourself on a day-to-day basis are how we communicate. By communicating what we learn and experiences we may had is just one way to express ourselves to the people around us. In the text when we covered chapter 11, pages 415- 444 (Mclean, 2010), in our textbook, it provided critical information on international communication. This included the ability to have effective communication when encountering people of other nationalities. I was able to learn a lot from this chapter of our text. When entering any situation especially a business setting, it can be extremely helpful to look in to the countries customs and cultures. This can aid in helping to communicate more effectively with people of other nationalities. Each and every culture can be different in many ways, to include their greetings. For example, in the Thai culture you place your two palms together in front of you, at the level of...
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...Chenise Wade HRMN 495 05 Oct 2015 HR Competencies of the 21st Century The old-fashioned role of HR in the 21st century is shifting into adding HR into organizational business development, which augments extra elements to the distribution of HR services. “In this new role, HR professionals who are managers and supervisors must take on the evolving roles of business partner, change agent, and leader in new organizational structures different from the past” (Business journal, 2008). The purpose of this paper is to expand upon six competencies that are beneficial to human resource professionals in this day and time. A competency can be described as “the success factors that enable the assessment, feedback, development, and reward processes for individuals to take place” (UMUC, 2015). Essential competencies act as the body of knowledge and expertise that each person requires. These can be established through teachings and are quite simple to recognize. Differentiating competencies differentiate higher performance from mediocre performance. Such competencies consist of self-concepts, personalities, and intentions; and while they are tough to cultivate, they can define lasting attainment in the workforce. “With a valid competency-development methodology, one can define, measure, and reward these competencies. Strategic competencies include those that are "core" competencies of the organization. These tend to focus on organizational capability and include competencies that create...
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