Category: Human resource management

Addressing Judgment-Based Evaluations in Performance Reviews

Posted on | by Kelvin

Answer the following questions based on the Annual Performance Evaluation document.
What are some examples in the performance evaluation document that are based on judgment and not evidence? In a forthcoming meeting with your manager, what is your plan to address that you believe part of the evaluation was not based on evidence? How will you explain to your manager why it is important for a manager and employee to agree on performance gaps based on evidence? Use the information from the readings for this module to support your plan.

 

Recommendations for Greener Organizational Activities

Posted on | by Kelvin

A colleague asks you to recommend how your organization could make its activities greener i.e environmentally sustainable). Critically evaluate underpinning theory and practice in these areas and make recommendations for your organization.Think about the principles of corporate social responsibility, stakeholder approaches to management; principles of sustainability and ways in which people professionals can apply them. Debates about corporate social activism.

 

The Strategic Approach to Employee Training: A Guide for New Training Coordinators

Posted on | by Kelvin

Employee training must be designed strategically and should follow a systematic process including a needs assessment, design and delivery, and evaluation. Over the next two weeks, you will complete an activity and an assignment on designing and delivering quality employee training as a human resource manager. For this discussion, you will watch a short video: (13 m) to illustrate and reinforce these concepts.

Post a Response
After watching the training case study tutorial, respond to the following:

Imagine you hired a new training coordinator; how would you describe the various options and importance of each of these steps to the new coordinator:

Needs Assessment.
Design.
Implementation.
Evaluation.

Enhancing Recruitment and Hiring Processes through Employment Law Compliance

Posted on | by Kelvin

After briefing the management team on employment law from the Management Team Briefing on Employment Laws assignment, it is time to apply the knowledge to internal processes. There are many fundamental legal concerns surrounding recruiting and the overall hiring processes within organizations. A current review of the company’s HR policies and procedures centered on employment law reveals some possible opportunities to improve the overall recruitment and hiring process. Specific opportunities exist in background checks, employment tests, and hiring and promotions. If not properly administered, these areas may cause employment law issues within the company.

Instructions
a 6-8 p in which you:

Briefly explain your overall understanding of conducting employee background checks. Why are they done? Why are they important? Be clear with your discussion.
Identify and discuss at least two types of background checks you believe most organizations conduct and explain how you will ensure the types you select are properly administered in the company.
List and describe at least five employee drug-testing procedures you would implement to comply with state drug-testing laws. How would you ensure adherence to the procedures?
Briefly discuss your understanding of bona fide occupational qualification (BFOQ), affirmative action preferences, and promotions. Then, identify at least three actions you would take to avoid employment law issues with these topics. Be specific.

 

 

Empower Growth Through Continuous Learning

Posted on | by Kelvin

 

Our final T&D tool is a fun way to end a training session and to encourage reflection on learning. The activity is called Briefcase Stickers and it asks participants to identify something they learned in the training session that was meaningful to them. I have attached instructions for conducting the activity as a face-to-face group activity. For purposes of this class, however, I am adapting the instructions so you can complete the activity individually and online. Please see the instructions below, then use the attached Briefcase Stickers Form to create your own Briefcase Sticker. Feel free to change the colors, font style, font size, etc. However, don’t get stressed out by trying to come up with a clever saying. Just create a phrase that expresses something you learned about T&D that was meaningful to you. Post your Briefcase Sticker and a brief explanation. Then discuss whether you think activities like this one are appropriate and fun or too frivolous for a training program.