Category: Human Resource

Workforce Analysis

Posted on | by

 

 

For this discussion question, review the scenario presented in the Vila Health: Human Resources multimedia piece.

The operating room (OR) at your hospital has seen an increase in surgical cases. As a result of the increase, the OR schedule is unable to accommodate new elective cases for approximately two months. To accommodate patient demands and not lose business, the nurse manager would like to open two additional operating suites; however, due to lack of staff, she is unable to do so. For your initial response to the discussion, respond to the following:

What information does the nurse manager need to conduct an analysis of the current workforce?
Once all information is obtained, how will the nurse manager create a business case for the staffing need? One approach would be to return on investment versus the cost to staff.
Finally, discuss the implications of not anticipating future needs of the organization, addressing the patient demand on the organization, the need for additional services, and staffing. Support your response with findings from the literature.

 

 

Research

Posted on | by

 

Research and discuss an event related to your research topic that occurred in the last three years. What was the event? What impact has it had on your topic? What has occurred since the event happened? Make sure to apply the information found in your lectures and readings

 

Research

Posted on | by

 

Research and discuss an event related to your research topic that occurred in the last three years. What was the event? What impact has it had on your topic? What has occurred since the event happened? Make sure to apply the information found in your lectures and readings

 

Trends in the Workplace

Posted on | by

 

 

According to the text, there are a number of key trends in the workplace that have significant influences on organizations. HR professionals play a key role in helping organizations respond to evolving trends, comply with federal and state regulations, and manage workplace flexibility. As an HR professional it is important for you to demonstrate your understanding of the ever changing global environment.

Write a five to seven (5-7) page paper in which you:

Specify the key functional areas of Human Resources Management. Explore the manner in which each function contributes to the overall performance of an organization. Support your response with specific examples of the activities for which HRM is typically responsible.
Examine four (4) federal equal employment opportunity laws. Suggest the primary manner in which each law influences fair employment practices within the organization where you currently work or an organization for which you have worked in the past. Support your response with specific examples of the chosen organization’s employment practices.
According to the text, there are three (3) significant trends affecting organizations today: the aging workforce, diversity, and skills deficiencies in the workplace. Analyze the primary manner in which each of these three (3) trends has impacted the organization where you currently work or one (1) where you have worked in the past. Support your response with specific examples of said impact.
According to the text, workplace flexibility is essential for organizational success in the rapidly changing world. Explore two (2) ways that the organization where you currently work, or one (1) where you have worked in the past, might respond to the need to be flexible. Provide a rationale for your response.
Use at least four (4) quality academic (peer-reviewed) resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

 

Human Resources- Job Stress

Posted on | by

 

1- Is it ethical for an organization to ignore the issue of job stress entirely? Why or why not?

2- Should a company consider providing termination packages to employees who have ongoing disciplinary problems rather than taking the time and effort to go through the progressive discipline process? What are the implications of each approach?

Employment Laws, Policies, and Processes

Posted on | by

 

Imagine that you are the Director of the HR Department at your current organization or an organization with which you are familiar. You are responsible for delegating duties to your team for the selection, development, and management of both the new and current employees. You must ensure that your organization is diverse and follows all employment laws.

Outline one (1) job interview process, and document the methods that you must use to select the right person for available positions. Determine two (2) employment laws that you must consider in the process in question, and examine the key ramifications of the organization’s lack of enforcement of said laws.
Suppose your same organization decides on an unconventional workforce comprised primarily of independent contractors and temporary workers. Predict three (3) issues that you may encounter in building relationships with each type of worker. Next, examine two (2) laws that you must follow during the relationship building process, and specify the manner in which each law would help in the relationship building process.
Evaluate the effectiveness of the organization’s HR policies and processes that are designed to promote a diverse workforce. Next, outline one (1) strategy for the organization that recognizes affirmative action. Include a plan to mitigate both the glass ceiling effect and reverse discrimination within your organization. Support your response with at least two (2) examples that illustrate the major benefits of the plan to the organization.
Use at least three (3) quality academic resources

 

Creating an Employee Handbook

Posted on | by

 

 

 

Congratulations! Since our firm is rapidly expanding, I believe that we need a HR upgrade due to some recent unfortunate employment situations at the company. I have chosen you to begin drafting the first employee handbook for our company in an effort to hopefully avoid some of the recent costly legal problems the company has faced. You are welcome to consult other resources out there, but you must cite/quote appropriately or risk an academic integrity violation (Assume that the company is now large enough that all major federal employment laws apply and you are based here in Texas):

1. The general terms and conditions of employment and the responsibilities of the employer and employee, including, but not limited to, events of separation, pay and vacation.

2. How the company will conduct the testing of its employees for drugs and alcohol

3. What are the workers expectations of privacy in the company and privacy rights with regards to equipment and physical facilities

 

HR scenario project

Posted on | by

 

 

You are the Chief Officer of Human Resources for Apple.
You will be submitting the plan to the management committee for review.
Your goal is to obtain their support for moving forward with your proposal.
Scenerio
Apple has identified weakness in quality of its assistant managers in the United States. Develop a plan to improve the hiring process for assistant managers in its U.S. retail stores. Your plan will be rolled out to each location in th U.S.
As a part of overall, include the following elements:
1. The business goal of Apple.
2. Prepare a Job posting, with the requirements that must be submitted with an application.
3. Prepare 3 tools that each store can use to identify to best candidates. İnclude the following:
a.Outline of interview questions for a 20 minute interview.
b. a tool to assess a candidates customer service and sales skills.
c a tool to assess a candidate’s management skills.
4. Develop a scorecard for evaluating candidates.
5. A hiring guideline for managers to follow so they can implement the plan successfully.

 

HR Metrics and Workforce Analytics

Posted on | by

“Are HR Metrics and Workforce Analytics Truly Necessary?” Please respond to the following:

The answer to the discussion title is a resounding yes! But why? Data is extremely powerful, especially in our day and time when large quantities of data can be readily available at finger tips anytime and anywhere. Data helps organizations make critical decisions, and this is especially true for HR. With strong metrics and workforce analytics, HR can help an organization chart a strategic direction. Please watch this video “The Power of HR Metrics: Growth, Performance, Sustainment” (3 min 35 s) on the importance of metrics, located at https://www.youtube.com/watch?v=nJRHRxa6O7s. Based on the video and your readings this week, please respond to the following question: • What factors have led to an increased interest in HR Metrics and Workforce Analytics in recent times? Give three (3) examples of how an organization can justify the cost of an HRIS investment.

 

 

Why an internally consistent compensation system is necessary.

Posted on | by

 

 

You are the human resources (HR) manager for a technology company that provides technical support for hospitals using computer systems that share information. Your company has just been awarded a new contract that is requiring a huge increase in the organization’s workforce. The contract will involve providing technical support for several large hospital systems in the Midwest. As a result, you have been asked to outline the process that you will use to develop an internally consistent compensation system and present it to the owners of the company for approval.

Create a two-page essay in which you address the following issues: Describe the reasons why an internally consistent compensation system is necessary. Outline the process involved in creating an internally consistent compensation system. In the introduction to your essay, create a fictional name and location for your company. Make sure that your essay includes enough information to convince the owners that the time, effort, and manpower that this process will take will be worth it to the company in the long run.