Discussions Questions Fundamentals in Fundamentals of Human Resource Management al Affiliation) Week 2 Discussion 2 Companies shift their bases of operations due to many factors. Some of these factors are they may shift as a result of the poor economic climate that fosters grown in the regions which they were operating from. It may be an attribute of political instability. However, majority of the companies shift as a result of adequate technological infrastructure in the places they are going and numerous raw materials at a cheaper price making production costs lower hence maximizing on profits.
The shift has a direct impact on human resource since majority of them will be rendered jobless (Hollenbeck, Gerhart & Wright, 2014). As a human resource manager, I would organize for placements I the other branches of the company while also assess those willing to shift with the manufacturing unit at a compensatory price. The economic stability of the offshore regions and the lower to no tariffs imposed to companies that operate and set camp in those regions. These factors are suitable are suitable for the prosperity if the company but at the expense of the employees since they lose their jobs and those who accompany and shift with the company may have technicalities in obtaining work permits thereby slowing down operations (Hollenbeck, Gerhart & Wright, 2014).
Organizations can have micro units in various regions which complement each other to avoid offshoring. Week 2 Discussion 1 As the human resource manager, I will device a system that incorporates employee training and sensitization of the new advancements introduced at the workplace. I will also device ways of appraising employees who have shown effort in adapting to the new work changes (Hollenbeck, Gerhart & Wright, 2014). The HRM can support these goals through coming up with a reward system which complements cumulative and successful work resulting from team effort (Hollenbeck, Gerhart & Wright, 2014).
Moreover, benchmarking and referencing on companies with similar structures would be adequate. Week 3 From the video, I can derive Observation methods and Questionnaire methods as methods of job analysis. Through the effective techniques of direct observation and positional analysis questionnaire with reference to behavior and mannerisms can be assessed.
The persistent and consistent monitoring of the employee is able to make the human resource manager aware of how various job schedules are managed and handled (Hollenbeck, Gerhart & Wright, 2014). A clear feedback and reporting mechanism as a means of assessment of the comfort of the employee with regards to handling a specific task. Moreover, the assignment of various team leaders to monitor and aid various employees in the business processes will go a long way in ascertaining various work place needs (Hollenbeck, Gerhart & Wright, 2014). Week 4 – 1 Placing the right people in the wrong jobs kills the morale of the employee.
They feel like their expertise, experience and education is being blown down the drain. It results to stagnating of the business cyclical process since there is marked and overt delays when it comes to accomplishment of tasks (Hollenbeck, Gerhart & Wright, 2014). Finally, it leads to employee fatigue since they use more energy in learning new things as opposed to things they were accustomed to. The HRM is able to use a performance based index in order to come up with the right people for a specific job.
It may also analyze the work rates and also the general knowledge and individual has upon placement to the specific position. Their attitude towards work and challenging situation would be my first priority. Second, there self-perception and their ambitions towards the different ways in which they would build up their careers would be of utmost importance and significance during the selection process. Through these various qualities the HRM would be able to access the value which would be added to the company and their performance based ratios (Hollenbeck, Gerhart & Wright, 2014). The two employment tests would be to ask them where they see themselves in the next years of their career lives and also to ask them of what makes them unique against their competitors and what they consider to be their greatest weakness (Hollenbeck, Gerhart & Wright, 2014).
These elements would enable the HRM to be able to know the in-depth core values and their guiding principles and values. Week 4 -2 In the software development department, the new employees would be able to be taught o the various programming styles and languages that they are expected to use.
The programming platforms would also be introduced to them so as to synchronize the efforts being made by every individual in the department. Also, they would be taught on how the working is done and the general procedures undertaken during the development of different types of software (Hollenbeck, Gerhart & Wright, 2014). Some companies always break down a software problem into different modules which are worked on by various entities therefore it becomes important for the new employees to know and assess their skills it know where they fit. The first step would be to select a sample project and use it for the training purpose.
I will break it into modules then assign individuals to positions. Then in the end I would combine their work and show how merging and documentation is done (Hollenbeck, Gerhart & Wright, 2014). Week 5 From the video, I can derive Observation methods and Questionnaire methods as methods of job analysis. Through the effective techniques of direct observation and positional analysis questionnaire with reference to behavior and mannerisms can be assessed.
The persistent and consistent monitoring of the employee is able to make the human resource manager aware of how various job schedules are managed and handled (Hollenbeck, Gerhart & Wright, 2014). A clear feedback and reporting mechanism as a means of assessment of the comfort of the employee with regards to handling a specific task. Moreover, the assignment of various team leaders to monitor and aid various employees in the business processes will go a long way in ascertaining work place needs (Hollenbeck, Gerhart & Wright, 2014).
Week 6 Women are seen to indulge in light office work which include help desk operations and secretarial services. They are also seen to dominate the catering department owing to their training and excellent cooking techniques. In the next five years, they are going to seek representation in the management since they are equally scaling up the ladder. Operations being done by men will be done by women at an equal capacity and skill set. The ability to multitask on various trending issues that push you to the extremes.
Senior management positions are accompanied by various tasks that need to be balanced and dealt with diligently. Moreover, another instance that I would use to be able to determine the capabilities of a leader is putting them in a situation where all is seen to be lost and deemed. Employees may have lost morale due to the various factors that may have occurred in the organization. My objective will be to look at the reaction the participants will have and the type of logical solutions that the individuals may come up with to restore the employee syke and morale.
According to Hollenbeck, Gerhart & Wright (2014), organizational leaders to should possess attributes that encourage the employees even when the going seem tough. Week 7 The position I choose is that of the database administrator. The major functions of the database administrator is; the individual participates in the selection of hardware and software components that are to be used in the industry. The individual also deals with the management of privacy and data security.
I will access the functionality and scope of operation of the individual based on two companies, EBay located in San Jose and McDonald’s headquarters at Oak Brook. A database administrator at EBay will have a salary that is relatively higher than the one at McDonalds. EBay is a company that specializes in e-Commerce hence making it have a large data store to showcase available products and various security controls to safeguard the online transactions and the annual salary in this location for the stated position is $ 45000.
The scope of operation of the database administrator at McDonalds may be limited to conducting end of day transactions and facilitating closures to end the day and his annual salary at the stated place and position is $32000. EBay functions all round the clock with global purchase orders being received. An increase in the living standards of the country may result to an increase in salary of the database administrators. The trading of the shilling in the foreign markets may influence the salary rates. An organization can safeguard the salaries of its employees through maintaining its market dominance so that its sales and profits are high.
It can also do so by investing in other high income generating activities such as venturing into real estate. Discussion 2 Employees paid as a result of the tasks done and its magnitude. Employee paid on basis of education level attained and employee pay based on achievements and successes. Employees join trade unions and other corporative Sacco’s that fight against any forms of oppression that may exist in the form of lower salaries and the general working conditions.
Hollenbeck, Gerhart & Wright (2014) state that salaries may be increased due to the economic situation of a particular country. It therefore becomes the responsibility of an organization to take care of the welfare of the people who are working in it. The company must have more than fifteen employees. It should have used the right recruitment processes. Hollenbeck, Gerhart & Wright (2014) state that the companies must adhere to fair recruitment practices that do not give allowances to any forms of discriminations. Employees should also be aware of the payment structures and strategies.
There should be a division of work and the adequate pay based on work done and also individual effort to the work. In this particular way, individuals can set out to work hard so as to have an increment. Some may opt to study while others may opt to perform excellently. References Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (Vol. 2). McGraw-Hill.