Human Resources

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400 Words

 

In the past decade, the human resources (HR) function gained strategic positioning within organizations as the need for professional competencies in managing human talent became recognized. Within the field of HR, disciplines, also called specialties, provide critical skills to the organization. These disciplines/specialties include training and development, recruiting, compensation, benefits, labor relations, employee and organizational development, etc.

  1. For this assignment you will need to identify an HR discipline that interests you and/or closely aligns with your current or future career goals. For example, you may already be working in training and development or that discipline may align with your future career goals or, you may be in management and want to learn more about the recruiting process because you are involved with hiring new candidates. After you have identified your HR discipline of interest, you will need to explore and describe your chosen discipline in your discussion board response. Below are some links to visit to help with your research and exploration:
    To learn more about where to explore and research your chosen discipline, please watch the following tutorial: http://breeze.careeredonline.com/p19833573/

    Now that you have watched this tutorial, you should have a better idea about how to research career fields within Human Resources that are of interest to you. Below you will find links, some require a paid membership WHICH IS NOT CLASS REQUIREMENT, that will further define for you the parameters of certain HR specialties. These are optional, however they are an excellent resource so consider using them to help answer the course questions.

     

  2. Now that you have learned more about your chosen discipline respond to the following set of questions that best apply to you (You only need to respond to one set of questions).

Currently working in chosen discipline:

  1. What is one new thing you learned by researching this area?
  2. Describe what you do at your current position that matches the information you found?
  3. Share something you do at your current position that you did not discover during your research, which you feel would be beneficial to share with your classmates?

Chosen discipline is your future career goal:

  1. What did you learn from your exploration that you did not know before?
  2. After your research, is this still an area that interests you? Include why or why not?
  3. After learning more about this field, do you feel you have the skills and experience required for this field? Why or Why not?

Currently working in a field outside of HR or planning on pursuing a field outside of HR:

  1. What did you discover from your exploration
  2. Has learning about this discipline changed how you view your current or future career? Why or Why not?
  3. What is one thing you learned from your exploration that can be applied to your current or future career?
 
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BPM

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DUE: 10.21.14 @12:00PM

 

You will select the process you will use in this Assignment. You will prepare the

foundation for your project by identifying a real-world organization that would

benefit from applying the business process management (BPM) model in the

workplace. You may select the organization where you currently work OR where

you previously worked. If possible, you should strive to choose an organization and

process that you have knowledge about. If you select an organization that you do

not have direct contact with, be sure you can gather sufficient information (via a

library, the Internet, or by interview) about the organization and its operations.

 

It is important to select a process that will provide a good basis for applying the

various phases that you will be learning. To get a better understanding of what is

coming up, it is recommended that you carefully read the two and a half page

summary of the 10 phases that starts on page 106 and ends on page 109(See attachments below). This may give you an idea of what type of questions you will be asking about the process you select. If you have any issues trying to open the attachments, Please, let me know ASAP.

 

For this Assignment, write a paper that includes the following components (use the

subheadings below):

 

Organization

 

Identify and provide details regarding the organization for which you will be

presenting information about the BPM model. Include the company name, location,

size, and primary business area (What does the business do?). Also, describe

what connection you have to the organization, if any. If not, explain how you will

gather information about their operations.

 

Process 

 

Describe the business process that you have selected, as you did in the

discussion. Clearly state:

1. The objective of the process.

2. The scope (Where the process begins and ends).

3. A brief description of those involved.

 

In order to ensure the process you select is rich enough to support this project;

your answer to the items in the following checklist must be “yes.” Briefly explain

each item:

 

● Significance: Does this process have some strategic significance or a

significant impact on the operations of the organization?

● Scope: Does this process have various stakeholders, in addition to multiple

people involved in its execution?

● Clarity: Is it possible to identify and list the steps in this process, from

beginning to end?

● Outcomes: Are there specific goals and deliverables associated with this

process that can be listed and measured?

 

Justification

 

1) Why should the company undertake a BPM project on this process (what

are some triggers)?

2) How can this business or organization benefit the BPM model?

Grading note: In the grading rubric there is a section on analysis and

critical thinking. The points in this section will partly be based on your ability to

apply the concepts discussed in your Assignment to the specific circumstances

and details of the process/organization you selected. Writing in general terms,

without applying the concepts and analyzing your specific project, may get me

points in the content section, but will lose points in the analysis section.

 

Assignment Requirements:

>Cover page, “Discussion”(3 pp.), and Reference page=5 pages.(Nothing less then 5 pages!)

>Provide the required information about the organization of choice

>Provide the required information about the selected process

>Provide the required information about the justification

>Reponse must demonstrate critical thinking and exhibite application of information

>Clear business writing: spelling and grammar must be acceptable and effective use of APA. FOLLOW the required format and instructions.

 

Furthermore,

3 sources in APA citation(Nothing less then 3, and it’s not necessary for more)

Font size: 12

Double-spaced

Lastly, but not least, NO PLAGIARISM

 

If you can’t adhere to the clear instructions above, please, do me a favor and don’t waste my time sending a handshake. Thank You.

 

*Couldn’t find the correct Homework Field of Study: Business Process Management(BPM)

If you don’t have expertise in this area of study please don’t waste my time sending a handshake. 

 
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Organizational Management

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I NEED AN 8 PAGE PAPER BROKEN UP INTO 4 PARTS. PLEASE SEE PAPER AS A WHOLE BUT PLEASE LABEL THEM AS PART 1, PART 2, PART 3, AND PART 4. I HAVE ATTACHED THE BOOK FOR REFERENCE AND THERE NEEDS TO BE FOUR REFERENCES TOTAL, ONE REFERENCE FOR EACH PART. PLAGIARISM FREE PLEASE

 

As the global marketplace becomes increasingly more competitive, it is incumbent upon human resources to broaden its strategic mission and become a strategic partner with executive staff. This requires human resources to have a detailed understanding of not only the human resources field, but the strengths and challenges of its organization, and the complexities of its industry. Through these units of knowledge, human resources can maximize its value by providing competent advice and counsel to its organization as it strives to achieve its strategic objectives.

 

The comprehensive Final Paper comprises four parts, an executive summary.  This final paper should be eight  pages

Focus of the Final Paper

In your final project, you are to choose a major problem/issue affecting an organization of your choice, and then utilize your detailed knowledge of human resources and strategic planning to develop a comprehensive plan that minimizes, and hopefully eliminates, this threat to your chosen organization’s ability to meet its long-range organizational goals and objectives.  The components of this comprehensive project are as follows:

Part 1 –

2 PAGES

a. Provide an overview of your chosen organization and the problem/issue that challenges that organization.
b. Detail how the problem/issue affects (or can affect) the future viability of the organization.
c. Finally, discuss the principle role of human resources in an organization and how human resources can provide critical advice and counsel to the organization in addressing this challenge

 

Part 2 –

2 PAGES

Optimal solutions are determined when a researcher has a thorough understanding of a company and its industry, along with the strengths and weaknesses that impact its future viability.  In the second part of your plan, perform a SWOT Analysis (Strengths, Weaknesses, Opportunity, and Threats) on your chosen organization and provide an analysis of these results in light of the problem or issue under study. Be attentive to identifying how the problem or issue impacts the organization and its competitive position within the industry.

 

Part 3 –

1 PAGE

Nearly every problem or issue confronting an organization has a financial or budgetary impact. For instance, staff turnover has not only a direct cost on recruitment expenses, training costs, and productivity, but also an indirect cost related to the loss of organizational learning. In Part 3, detail the financial implications to the organization related to your problem or issue, including the additional costs that may arise if the problem or issue is not resolved effectively.

 

Part 4 –

2 PAGES

Recommendations: The final part of your comprehensive project incorporates your recommendations.  Based on your work in Parts 1, 2, and 3, provide 2-3 recommendations to organizational leadership that would resolve the problem/issue in question. Be sure to detail any challenges the organization should consider in implementing your recommendations (culture, motivation, etc.) and your strategy to overcome these challenges.

 

The Final Paper  will comprise Parts 1, 2, 3 and 4.  It should begin with an Executive Summary and a concusion (SHOULD EQUAL 1 PAGE FOR SUMMARY AND CONCLUSION), which is an abbreviated capture of the entire paper and as such should touch upon all major points while engaging the reader.

 

THE BOOKS REFERENCE IS;

Holbeche, L. (2009). Aligning human resources and business strategy (2nd ed.). Burlington, MA: Butterworth-Heinemann/Elsevier. ISBN 978-0-7506-8017-2

 
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Case Study “Dr. Pepper Snapple Group, Inc

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Energy Beverages,” beginning on page 91 of your textbook. Once you have read and reviewed the case scenario, respond to the following questions with thorough
explanations and well-supported rationale.
1.What would be the challenges associated with Dr. Pepper Snapple Group, Inc. extending their product offering to include an energy beverage?
2.Analyze the energy beverage market extending your research beyond the textbook. Is this a growing market? Contrast the domestic and global markets.
3.Explain how the determined pricing strategy would have a significant impact on profitability. Include discussion on retail pricing, expected unit volume,
and margins.
4.Take on the role of marketing manager at Dr. Pepper. Identify several alternatives to overcome these challenges.
Looking at these possible alternatives, which would you select and why?
Your response should be
a minimum of three pages in length, double-spaced. References should include your textbook plus a minimum of one additional credible reference.
All sources used, including the textbook, must be referenced;
paraphrased and quoted material must have accompanying citations per APA guidelines.
 
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Case Analysis Assignment

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Class: International Management

Review one of the cases in your text from pages 99–120. In a minimum of ten pages, answer the questions for review fully, using a minimum of five sources, not including your text.

*Requirements:

Double-spaced in APA format

*10 Pages

*5 Reputable outside sources (not including your text; this should be listed as an additional source on your reference page)

You will be graded on your writing, research, understanding of the case, and the general content and format of your paper.

*Please no plagiarism or grammar mistakes…

 

International Management Culture, Strategy, and Behavior

Ninth Edition

Fred Luthans University of Nebraska–Lincoln

Jonathan P. Doh Villanova University

Lut62449_fm_i-xxvii.indd Page i 05/12/13 6:23 AM user Lut62449_fm_i-xxvii.indd Page i 05/12/13 6:23 AM user /203/MH02020/Lut62449_disk1of1/0077862449/Lut62449_pagefiles/203/MH02020/Lut62449_disk1of1/0077862449/Lut62449_pagefiles

 

 

INTERNATIONAL MANAGEMENT: CULTURE, STRATEGY, AND BEHAVIOR, NINTH EDITION

Published by McGraw-Hill Education, 2 Penn Plaza, New York, NY 10121. Copyright © 2015 by McGraw-Hill Education. All rights reserved. Printed in the United States of America. Previous editions © 2012, 2009, and 2006. No part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written consent of McGraw-Hill Education, including, but not limited to, in any network or other electronic storage or transmission, or broadcast for distance learning.

Some ancillaries, including electronic and print components, may not be available to customers outside the United States.

 
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7-8 Pages Double Space

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Case Exercise for Public Sector Human Resources Management (PPA 577) A Word About Case Studies

The purpose of a case study is to provide a thorough analysis of a situation or observation (case). A case study is an empirical investigation which provides an analysis beyond what might normally be observed on first impression. In this exercise, you will be asked to read a particular case study in public sector human resources. Based on this case, you will then perform a task appropriate for someone working in a public or non-profit setting. In essence you are doing a simulation. At the end of this project you will be able to demonstrate that you can perform a particular function as a public sector or non-profit manager as partial fulfillment of the Master of Public Administration (MPA) degree at California State University, Long Beach. General Instructions and Grading Rubric

The case “Some Counselors Are More Equal Than Others,” is posted on BeachBoard. Read the case carefully then write a professional memorandum recommending a specific course of action. The memorandum is a specific personnel action that you are initiating as an executive or analyst within the human resources department as Hearing Officer/Fact Finder. This will involve a high level of analytic, evaluative, and decision-making skills. You must do this, hypothetically, in your official capacity with the State of New Mexico. If you need help writing a memorandum, then Google or purchase a reference manual providing such information. If you want another source for writing a memorandum, you can also go on BeachBoard where the Case Studies are located, and under “Documents” download The Electronic Hallway, “Writing Effective Memoranda: Planning, Drafting, & Revising.” The memorandum must be exactly 10 pages in length and double-spaced.

Working with whatever memorandum style you choose, you will need to address the document to the State of New Mexico: (1) issue being addressed, defining the problem, or problem statement; (2) facts on all sides of the issue, historical chronology; (3) positions of the Union and the Human Services Department; (4) issue analysis based on the strongest and weakest points regarding Rose Paddock’s case; and (5) Hearing Officer/Fact Finder (which can literally be you or your Committee) recommendation at the end of the case study. Your recommendation can side with the employee association (union), the state, or be independent from the two. Whatever recommendation you arrive at, it must be based on the known facts, explicit policy (e.g., MOUs, state policy, handbook, etc.), case law, and federal law. If policy alternatives are recommended, then appropriate policy goals, procedures and strategies related to public sector human resources need to be made explicit. You can use the text we used in class, Public Human Resource Management, by Kearney and Coggburn as a reference for this and to cite case law and federal law if needed.

 

 

Structure

Your memorandum format should include, but not necessarily be limited to, the following elements: Issue Identification Facts of the Case Positions of Parties Involved Issue Analysis Recommendation Grading Rubric

Below is a grading rubric and grade key for the case-based exercise. The final score and letter grade will be based on the total number of points attained. Substance: Completeness 10 pts Major issue addressed, complexity and scope of the issue … Quality of analysis 20 pts All facts presented, positions clearly

stated and defined … Use of data, facts, laws 20 pts Data from the case, empirical evidence

examined, appropriate laws applied … Memo: Issue analysis 20 pts Discussion questions presented,

outcomes identified in responses … Recommendation(s) 20 pts Provides clear, logical assessment of issues

and results identified … Quality of writing 10 pts Memo format and structure, 10 pages in

length, grammar, spelling, syntax, written coherence …

Total 100 pts Grading: 100-90 = A; 89-80 = B; 79-70 = C; 69-60 = D; 59-00 = F

 
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HR Assignment 3

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Unit Assessment: CIPD Level 5 Resourcing and Talent Planning (5RST)

Unit Type: Core Credit value: 6

 

Background to Unit: Resourcing and Talent Planning

 

A fundamental part of the human resource (HR) management role is concerned with the mobilisation of a workforce, taking responsibility for ensuring that the organisation is able to access the skills it needs at the time and in the places that it needs them to drive sustained organisation performance. This involves attracting, retaining and, from time to time, managing the departure of staff from the organisation. Achieving this requires insight-driven strategic and operational activity. Organisations are obliged to compete with one another to secure the services of a workforce in labour markets that are continually evolving. One of the major aims of this unit is thus to introduce learners to the strategic approaches that organisations take to position themselves as employers in the labour market and to plan effectively so that they are able to meet their current and anticipated organisational skills needs. Another is to introduce the key operational tools, techniques and practices that organisations use to resource their organisations effectively. These encompass recruitment, selection, workforce planning, staff retention, succession planning, retirement and dismissal processes. The purpose of this unit is to provide an overview of the way different organisations are managing these activities and which are the most effective in the context of diverse and distributed locations.

 

Learning outcomes

 

1. Understand key contemporary labour market trends and their significance for workforce planning.

1. Be able to undertake talent planning and recruitment activities

1. Understand how to maximise employee retention

4 Know how to manage dismissal, redundancy and retirement effectively and lawfully.

 

Assessment criteria

 

Learning outcomes

The learner will:

 Assessment criteria

The learner can:
1. Understand key contemporary labour

market trends and their significance

for workforce planning.

 

 1.1 Assess the major contemporary labour market trends in different country contexts.

1.2 Explain how organisations position themselves strategically in competitive labour markets.

1.3 Explain the significance of tight and loose labour market conditions.

1.4 Describe the role of government, employers and trade unions in ensuring future skills needs are met.
2. Be able to undertake talent planning and recruitment activities 2.1 Describe the principles of effective workforce planning and the tools used in the process.

2.2 Develop basic succession and career

development plans.

2.3 Contribute to plans for downsizing an organisation.

2.4 Contribute to the development of job

descriptions, person specifications and

competency frameworks.

2.5 Explain the main legal requirements in relation to recruitment and selection.

2.6 Assess the strengths and weaknesses of

different methods of recruitment and selection.
3. Understand how to maximise employee retention. 3.1 Explain why people choose to leave or remain employed by organisations and the costs associated with dysfunctional employee turnover.

3.2 Assess the strengths and weaknesses of

different approaches to the retention of talent.
4. Know how to manage dismissal,

redundancy and retirement effectively and lawfully.

 4.1 Advise organisations on good practice

in the management of dismissals, retirements and redundancies that complies with current legislation.

 

 

Your task (3,900 words)

 

“You have been posed the following questions to answer by your Head of HR who is going to use this information to deliver a session to the Senior Executive Leadership Team.”

 

Question 1 (AC 1.1, 1.2, 1.3)

Write a short account which should briefly assess different labour market conditions in your own country and another country of your choice. In your account, briefly explain the significance of tight and loose labour market conditions and how organisations position themselves strategically in competitive labour markets.

Question 2 (AC 1.4)

Give a brief description of the role of government, employers and trade unions in ensuring future skills needs are met. (If you work in a country where Unions are illegal, you should clearly state this and indicate what other parties may be involved in ensuring future skills are met (for example, sector specific bodies responsible for skills development in the Oil and Gas sector)

 

Question 3 (AC 2.1)

Briefly describe the main principles of effective workforce planning and give some examples of any tools that may be used for this.

 

Question 4 (AC 2.2, 2.3, 2.4) Give a brief account of HR’s role in each of the following: – developing basic succession and career development plans – contributing to plans for downsizing an organisation – contributing to the development of job descriptions, person specifications and competency frameworks.

 

Question 5 (AC 2.5, 2.6, 3.1, 3.2)

· Explain some of the main legal requirements in relation to recruitment and selection and briefly assess the strengths and weaknesses of at least two different methods of recruitment and selection.

For programmes delivered outside of the EU, candidates should refer to local legislation. In the absence of local legislation, then candidates should refer to EU law.

· Go on to explain briefly why people leave or remain with organisations and provide a brief summary of some of the costs associated with dysfunctional employee turnover.

· Provide a brief assessment of the strengths and weaknesses of at least two different approaches to retaining talent.

Question 6 (AC 4.1)

Provide a brief summary of the advice you would provide to your organisation on ‘good’ and lawful practice for managing dismissal, retirement and redundancies.

 

Evidence to be produced

 

Answers to each of the six questions of approximately 3,900 words in total (divided appropriately across the questions).

 

You should relate academic concepts, theories and professional practice to the way organisations operate, in a critical and informed way, and with reference to key texts, articles and other publications and by using organisational examples for illustration.

 

All reference sources should be acknowledged correctly and a bibliography provided where appropriate (these should be excluded from the word count). Demonstrating evidence of wider reading through appropriate referencing will improve your answer and increase the likelihood of your work achieving a ‘Pass’.

___________________________________________________________________

 

Submission Checklist

1. Assignment cover sheet

2. Answers to 6 questions (3900 words)

3. Appendices (if any)

4. References/Bibliography

5. Updated Personal Development Plan

6. Updated Key Learning Summary

 

 

Ref: RST/PwCAssBankEQA/SH/Sep2017

 
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Case Study Assignment

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Case study

 

The company director has requested that your HR department provides a report to senior management at their forthcoming annual meeting to show how evidence-based practice approaches can be used to inform sound decision-making on people practices and business-related matters. Your departmental manager has asked you to provide this report.

In addition, for the second part of the report, you have been asked to provide them with examples that demonstrate how people practitioners gain understanding and insight through interpretation of data.

Report: Part one

You are required to prepare a report to senior managers at their forthcoming annual meeting. The report needs to:

· Provide evaluation of the concept of evidence-based practice and assess how evidencebased practice approaches can be used to provide insight to support sound decision-making and judgments for people practitioners across a range of people practices and organisational issues. (1.1)

· Provide evaluation of one appropriate analysis tool and one method that might be applied by organisations to recognise and diagnose current and future issues, challenges, and opportunities. (1.2)

· Explain the main principles of critical thinking and describe how these might apply to individual and work colleagues’ ideas to assist objective and rational debate. (1.3)

· Assess a range of different ethical theories and perspectives and explain how understanding of these can be used to inform and influence moral decision-making. (1.4)

· Explain a range of approaches that could be taken by people practitioners to identify possible solutions to a specific issue relating to people practice. (2.3)

· Appraise one approach an organisation can take to measure financial and non-financial performance. (3.1)

· Explain how a variety of people practices add value in an organisation and identify a range of methods that might be used to measure the impact of a range of people practices (3.4)

 

Report Part two: Data analysis and review

Section two of the report needs to showcase to senior managers how people professionals use and analyse data on people practices.

 

1. Below is the data of labour turnover across three departments over a five-year period.

 

Year Administration

Total in department = 32

 Drivers

Total in department = 141

 Production

Total in department = 385
2016 4 21 39
2017 2 18 54
2018 8 32 82
2019 12 16 80
2020 9 32 112

 

The costs for recruiting an employee up until 2018 was £2065 however this rose to £3012 from this date onwards.

· Present the costings for each year across each of the three departments.

 

· Represent the turnover per year as a percentage of the total number of employees in each department.

 

2. Presented below are two sets of data that has been collected from two departments during exit interviews. Table 1 shows the feedback that has been elicited from employees in production and table 2 is from payroll.

 

· Review and analyse the two data sets below.

 

Table 1.

Production – the data represents the number of employees making the comment of their main reason for leaving (52 refused to comment).

Left the job role because there was limited opportunity to enhance career. 24 Left because the work was boring or monotonous 45
Left the role because targets set by their line manager were unachievable. 3 Left because the working hours were unsocial 38
Left the job because their manager was aggressive and difficult to work with. 52 Left because of unforeseen life change 4
Left because there was limited opportunity to develop 12 Left through ill health 14
The role did not afford the opportunity to flexible working 68 Left because I wanted to retire early 7
Left because the working environment was not conducive to well-being 15 Left due to travel difficulties 5
Left to pursue another career 82 Left due to poor pay 94
Left because there was conflict amongst fellow employees 34 Left due to limited reward incentives 87
Left to go to further/higher education 19 Left due to emigrating to another country 1
Left because of leaving the area 5 Left due to care responsibilities 18

 

Table 2.

Payroll – the data represents the number of employees making the comment of their main reason for leaving (27 refused to comment).
Left the job role because there was limited opportunity to enhance career. 4 Left because the work was boring or monotonous 12
Left the role because targets set by their line manager were unachievable. 17 Left because the working hours were unsocial 2
Left the job because their manager was aggressive and difficult to work with. 7 Left because of unforeseen life change 4
Left because there was limited opportunity to develop 2 Left through ill health 1
The role did not afford the opportunity to flexible working 3 Left because I wanted to retire early 0
Left because the working environment was not conducive to well-being 1 Left due to travel difficulties 0
Left to pursue another career 3 Left due to poor pay 2
Left because there was conflict amongst fellow employees 4 Left due to limited reward incentives 5
Left to go to further/higher education 8 Left due to emigrating to another country 0
Left because of leaving the area 3 Left due to care responsibilities 8

· From the analysis present your findings using appropriate methods to highlight themes and trends that appear to be occurring. (2.1, 2.2, 3.2, 3.3)

· Make at least three recommendations to reduce employee turnover based on your analysis. Provide a rationale for your recommendations based on an evaluation of the benefits, risks and financial implications of potential solutions. (2.4)

 

 

 

 

 

It is essential that you relate to academic concepts, theories and professional practice for the tasks to ensure that your work is supported by analysis. Please ensure that any references and sources drawn upon are acknowledged correctly and supported by a bibliography.

 

 

Your evidence must consist of:

Report : (approximately 3900 words)

 

Assessment Criteria Evidence Checklist

Use this as a checklist to make sure that you have included the required evidence to meet the task. Please enter the evidence title and where it can be referred to. An example has been provided for you.

 

 

 

A: Report

Assessment criteria Evidenced Evidence reference

Y/N
1.1 Evaluate the concept of evidence-based practice including how it can be applied to decision-making in people practice.   Report

(Page number)
1.2 Evaluate a range of analysis tools and methods including how they can be applied to diagnose organisational issues, challenges and opportunities.    
1.3 Explain the principles of critical thinking including how you apply these to your own and others’ ideas.    
1.4 Assess how different ethical perspectives can influence decision making.    
2.3 Explain a range of decision-making processes to identify potential solutions to a specific people practice issue.    
3.1 Appraise different ways organisations measure financial and non-financial performance.    
3.4 Measure the impact and value of people practice using a variety of methods.    

 

Task two: Data analysis and review Evidenced

Evidence reference Y/N Assessment criteria
2.1 Interpret analytical data using appropriate analysis tools and methods.   Report

(Page number)
2.2 Review relevant evidence to identify key insights into a people practice issue.    
2.4 Provide a rationale for your decision based on evaluation of the benefits, risks and financial implications of potential solutions.    
3.2 Scrutinise key systems and data used to inform people practice in relation to measures of work and people performance calculations.    
3.3 Collate key findings for stakeholders from people practice activities and initiatives.    
 
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HRM 533 Assignment 1

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Assignment 1: Case Study: Geico

Due Week 3 and worth 150 points

Go to the Geico Website to read the “Total Rewards Program” at http://careers.geico.com/working_at_geico/total_rewards_program.

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

1.Determine which facets of the Geico total rewards program align with the five (5) top advantages of a total rewards program outlined in Chapter 2 of the textbook and discuss your reasoning.

2.Create a strategy for ensuring that the Geico plan addresses all of the advantages.

3.Evaluate the effectiveness of the communication of Geico’s total rewards program based upon the Website’s descriptions of the benefits. Recommend two (2) areas for improvement.

4.Assuming employees are unhappy with the current plan, offer two (2) improvements or changes to Geico’s total rewards program.

5.Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not quality as academic resources.

Your assignment must follow these formatting requirements:

•Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.

•Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

•Define total rewards and describe the advantages of a total rewards approach.

•Analyze an organization’s strategy, workforce, operating environment, and key stakeholders to identify critical factors in designing a total rewards strategy.

•Evaluate the elements of a total rewards communication program.

•Use technology and information resources to research issues in total rewards.

•Write clearly and concisely about total rewards using proper writing mechanics.

Click here to view the grading rubric for this assignment.

Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric:

Points: 150 Assignment 1: Geico Case Study
Criteria Unacceptable

Below 70% F

 Fair

70-79% C

 Proficient

80-89% B

 Exemplary

90-100% A
1. Determine which facets of the Geico total rewards program align with the five (5) top advantages of a total rewards program outlined in Chapter 2 of the textbook and discuss your reasoning.

Weight: 25%

 Did not submit or incompletely determined which facets of the Geico total rewards program align with the five (5) top advantages of a total rewards program outlined in Chapter 2 of the textbook and did not submit or incompletely discussed your reasoning. Partially determined which facets of the Geico total rewards program align with the five (5) top advantages of a total rewards program outlined in Chapter 2 of the textbook and partially discussed your reasoning. Satisfactorily determined which facets of the Geico total rewards program align with the five (5) top advantages of a total rewards program outlined in Chapter 2 of the textbook and satisfactorily discussed your reasoning. Thoroughly determined which facets of the Geico total rewards program align with the five (5) top advantages of a total rewards program outlined in Chapter 2 of the textbook and thoroughly discussed your reasoning.
2. Create a strategy for ensuring that the Geico plan addresses all of the advantages.
Weight: 20%		 Did not submit or incompletely created a strategy for ensuring that the Geico plan addresses all of the advantages. Partially created a strategy for ensuring that the Geico plan addresses all of the advantages. Satisfactorily created a strategy for ensuring that the Geico plan addresses all of the advantages. Thoroughly created a strategy for ensuring that the Geico plan addresses all of the advantages.
3. Evaluate the effectiveness of the communication of Geico’s total rewards program based upon the Website’s descriptions of the benefits. Recommend two (2) areas for improvement.

Weight: 20%

 Did not submit or incompletely evaluated the effectiveness of the communication of Geico’s total rewards program based upon the Website’s descriptions of the benefits. Did not recommend two (2) areas for improvement. Partially evaluated the effectiveness of the communication of Geico’s total rewards program based upon the Website’s descriptions of the benefits. Partially recommend two (2) areas for improvement. Satisfactorily evaluated the effectiveness of the communication of Geico’s total rewards program based upon the Website’s descriptions of the benefits. Satisfactorily recommend two (2) areas for improvement. Thoroughly evaluated the effectiveness of the communication of Geico’s total rewards program based upon the Website’s descriptions of the benefits. Thoroughly recommend two (2) areas for improvement.
4. Assuming employees are unhappy with the current plan, offer two (2) improvements or changes to Geico’s total rewards program.

Weight: 20%

 Did not submit or incompletely assumed employees are unhappy with the current plan offered two (2) improvements or changes to Geico’s total rewards program. Partially assumed employees are unhappy with the current plan and offered two (2) improvements or changes to Geico’s total rewards program. Satisfactorily assumed employees are unhappy with the current plan and offered two (2) improvements or changes to Geico’s total rewards program. Thoroughly assumed employees are unhappy with the current plan and offered two (2) improvements or changes to Geico’s total rewards program.
5. 5 references

Weight: 5%

 No references provided Does not meet the required number of references; some or all references poor quality choices. Meets number of required references; all references high quality choices. Exceeds number of required references; all references high quality choices.
6. Clarity, writing mechanics, and formatting requirements

Weight: 10%

 More than 6 errors present 5-6 errors present 3-4 errors present 0-2 errors presen
 
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Chapter 11 Multiple Choice

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An  consists of:
An organization’s job structure and pay levels:
Which of the following would act as a market force during the development of a pay structure?
Identify the legal requirement(s) for developing a pay structure.
Which of the following statements is true of Equal Employment Opportunity laws?
The comparable-worth policy:
From an economic standpoint, identify the drawback of a comparable-worth policy.
Which of the following permits a lower training wage, which employers may pay to workers under the age of 20 for a period of up to 90 days?
The Fair Labor Standards Act (FLSA) includes provisions for:
Which of the following is a drawback of a minimum wage in terms of social policy?
An employee who earns a base rate of $10 an hour and receives a weekly attendance award of $20 works 50 hours this week (Overtime pay is required, whether or not the employer specifically asked or expected the employee to work more than 40 hours). His/her total compensation for the week will be:
Which of the following statements is true of the FLSA requirements for overtime pay?
Which of the following is true of the Fair Labor Standards Act (FLSA)?
Under the FLSA, exempt status of an employee depends on his/her:
_____ means that the employee is paid a given amount regardless of the number of hours worked or quality of the work.
According to the FLSA, which of the following is most likely a nonexempt employee?
Under the FLSA, which of the following statements is true of child labor?
The Davis-Bacon Act of 1931:
The Walsh-Healy Public Contracts Act of 1936:
Decisions about how to respond to the economic forces of product markets and labor markets limit an organization’s choices about:
Which of the following is true of competition in product-markets?
Organizations under pressure to cut labor costs may respond by:
Which of the following is true of labor markets?
The federal government tracks trends in the nation’s cost of living with a measure known as the:
Following and studying changes in the _____ can help employers prepare for changes in the demands of the labor market.
Which of the following is true about the Consumer Price Index (CPI)?
The size of the range of pay levels based on labor and product markets depends on:
The size of the range of pay levels based on labor and product markets depends on:
Economic theory holds that the most profitable pay level, all things being equal, would be:
A company that views employees as resources is most likely to pay the employees _____.
Pay policies are one of the most important human resource tools for:
The procedure in which an organization compares its own practices against those of successful competitors is known as:
The National Compensation Survey is an ongoing activity of the:
According to _____, people measure outcomes such as pay in terms of their inputs.
What is the advantage of two-tier wage systems?
Research on the effects of two-tier wage plans found that:
_____ play the most significant role in communication because they interact with their employees each day.
_____ is an administrative procedure for measuring the relative worth of an organization’s jobs.
Which of the following is true of compensable factors?
_____ provide the basis for decisions about relative internal worth.
Which of the following is true of key jobs?
A graphed line showing the mathematical relationship between job evaluation points and pay rate is termed as a(n):
A pay policy line:
A drawback of pay rates is that they:
_____ are sets of jobs having similar worth or content, grouped together to establish rates of pay.
_____ is a set of possible pay rates defined by a minimum, maximum, and midpoint of pay for employees holding a particular job.
Pay ranges are most common for _____.
Which of the following is true of pay ranges?
Overlapping _____ give the organization more flexibility in transferring employees among jobs, because transfers need not always involve a change in pay.
Assuming an organization wants to motivate employees through promotions, and assuming enough opportunities for promotions are available, the organization would want to:
A _____ is an adjustment to a pay rate to reflect differences in working conditions or labor markets.
Which of the following is true about job-based pay structures?
Which of the following is a disadvantage of a pay structure that rewards employees for winning promotions?
Which of the following is a characteristic of delayering?
Reducing the number of levels in an organization’s job structure is known as:
By combining more assignments into a single layer, organizations give managers more flexibility in making assignments and awarding pay increases which results in:
Which of the following is a disadvantage of broad bands?
Which of the following is a disadvantage of skill-based pay systems?
Which of the following is true about skill-based pay?
The compa-ratio:
Assuming that the pay structure is well planned to support the organization’s goals, the compa-ratios should be close to:
The _____ requires employers to make jobs available to their workers when they return after fulfilling military duties for up to five years.

 
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