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As one of the top HR people at your organization, you are being asked to lead a Reduction In Force (RIF) project which will eliminate 25% of the workforce across multiple company US locations. Describe the steps and project plan in-depth including some of the project challenges and how you might overcome them.
Describe the Age Discrimination in Employment Act of 1967 and the initial test for determining age discrimination.
As the newly promoted vice president of human resources (HR), you are an influential member of the decision-making team that will select a country for global expansion.
Write a 500-word synopsis of how culture impacts HR management in a global organization.
Identify two employment laws for each of the two countries you are considering for expansion.
Explain the significance of the laws and how they differ from U.S. laws or laws in your state.
Evaluate how each law could affect your hiring process and/or organization in general.
Identify which of the two countries you will recommend for the global expansion of your organization. Write a 500-word synopsis in which you summarize why you selected that country.
Explain how this choice will benefit your organization.
Finally, develop a hiring strategy for the new location, taking into consideration what you have learned about the country’s laws and culture.
Suppose you are a manager and have to choose a set of evaluation instruments for assessing the work performance of your employees. Pick any job you wish. Pages 145-154 of the textbook describe three general kinds of instruments (checklists, comparison rankings, rating scales). Pick one example from each category (e.g., a weighted checklist, a point allocation ranking, a BARS rating scale) and show how you could use each to evaluate the performance of your employees. What would be the advantages and disadvantages of each instrument? How could you combine these three instruments to obtain an overall score?
Determine three ways that employee layoffs can affect other employees in the organization. Examine two additional ways that employee layoffs can affect the organization as a whole.
Imagine that you are a manager of the HR department of a company and you are required to lay off one of your employees. Propose two ways that you can ensure you are abiding by the laws that govern employment and ethical practices. Respond and evaluate another learner’s comment.
As the Staffing Director of a large organization, you are required to create a staffing plan to recruit and select the best candidates. You are facing a two-fold challenge: (1) identifying candidate sourcing areas (i.e., LinkedIn, advertisements, other social media) and (2) determining appropriate assessment tests to use to measure candidate growth and performance potential. Choose your current job, a job you’ve had previously, or a job that you are familiar with. Then, in your presentation, discuss the following points.
Creative and innovative strategies that can be employed, which are specific to your organization and industry, to recruit and select candidates.
Select a position that your organization might need to fill. Explain what screening techniques (2-3) can be used for that specific position.
Justify the benefits and drawbacks of the selected screening techniques, as well as legal considerations that organizations must consider before utilizing certain screening techniques/assessments.
To what extent is employment-at-will an issue in discipline cases in nonunion companies?
To what extent is it an issue in unionized companies?
Based on your research, what advice do you have for managers?
What advice do you have for lawmakers (i.e., to what extent should employment-at-will be relevant for employee discipline)?
Briefly explain your overall understanding of conducting employee background checks. Why are they done? Why are they important? Be clear with your discussion.
dentify and discuss at least two (2) 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 (5) employee drug testing procedures you should ensure in order 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 (3) actions you would take to avoid employment law issues with these topics. Be specific.
As the human resource manager, what are two best practices you would follow when planning for employee performance appraisals?
What performance methods would you choose over other methods?
What are two of the common problems with appraisals? How would you avoid them in your organization?
What components do you think are required for effective human resource planning?
Read The Case of Jennifer. Jennifer is a 33-year-old woman who is unhappy with her current employment. Jennifer works for an online distribution company and is responsible for monitoring the inventory and keeping the records up to date at all times. She has been doing this job for the past three years and has never felt fulfilled. Before this job, she was a full-time mother and had not worked since she was 24, when she worked as a teller at a bank. Those are the only two jobs that she has ever had.
She currently makes $11 per hour and often has to work overtime shifts to make ends meet for her family. She is a single mother raising two young girls, ages 5 and 8. She and her daughters have been living with her parents since her divorce four years ago. Jennifer desires to be independent and on her own with her children, but she needs more financial stability to do so. She has thought about trying to apply for a management position, but she is not sure if she is qualified. She has a high school diploma, but does not have any college experience.
Jennifer has recently experienced interpersonal issues at her job with two other coworkers. Her work environment has left her feeling stressed and anxious. Jennifer would like to consider a career change, but she is not sure how to start. Ultimately, she wants to strive for financial stability, and she wants to feel happy when she goes to work.
Develop a 1,050- to 1,400-word vocational assessment summary and treatment plan for Jennifer. Include the following:
Summarize Jennifer’s employment history and job skills.
Describe Jennifer’s current employment situation.
Analyze the interrelationships among Jennifer’s work, family, and personal life roles, according to a specific career counseling theory.
Identify any potential ethical or legal considerations related to the case.
Write a formal vocational treatment plan that includes the following:
Specific and measurable goals and objectives
An action plan for how to meet the goals and objectives
A description of how progress towards goals will be evaluated
A termination plan
Demonstrate professional counselor competencies throughout the assessment summary and treatment plan.