Human resource management concepts and applications

¶ … scoring system developed for a weighted application blank? Provide an example of how this works.

A weighted scoring system was developed for determining what applicants would be most successful at a particular position. This is accomplished by identifying a number of unique attributes that can be used to evaluate and decide who is ideal for working in: a particular occupation, career field or job. The scoring system is developed based on looking at specific skills sets and experiences that would be required to be successful in certain job. Once this occurs, it will help managers to make more effective hiring decision by: looking at a higher the categories that carry higher amounts of attributes. (Gatewood, 2008, pp. 431 -440)

A good example of this can be seen with someone who wants to work as a police officer. In this situation, there are a number of questions that will need to be asked about various applicants. Some of the most notable topics include: their ability to respond to high stress situations, use common sense, the levels of education, life experiences, why they want to become a cop and there ability to work with others.

These different elements are significant, because they are highlighting how there a number of specific characteristics that must be present in those who are qualifying for the position. As a result, the responses of various applicants will help managers to decide who is most suited to work in this career field. This makes the recruiting and hiring process far more effective, by focusing on only those people that have the abilities to excel in the position. Over the course of time, this will help the police to find those officers that have the can work well with the public and can exercise restraint when it is necessary. At which point, the force will become more professional and it will have better relations with the community. This is because, the application process helped to indentify those individuals who will excel in the position. (Gatewood, 2008, pp. 431 -440)

Read the attached downloaded article HRM, and summarize the main points. After you summarize the article, explain what you have learned or what the article means to you.

The article is discussing how many HR personnel will often conduct Google searches and they will look at various social networking websites. The reason why, is because they can be able to find additional information about applicants based on their personal lives. This is important, because it is illustrating the way employers will often look into the personal lives of applicants to make hiring decisions. As, they will use this information to make determinations about: their judgment and ability to be successful in a particular career field. To protect yourself, the article suggests that people should limit the kinds of pictures and information they post online. This will thwart employers from using their personal activities to make judgment calls about: an individual's character and the kind of employee they will become. Once this occurs, it will provide an effective way of limiting the kinds of personal information that employers will have about the people they are thinking about hiring. (Dysart, 2011)

What the article means to me is that, everyone needs to understand that the information they are posting on: social networking sites and other areas will be used against them. This is troubling, because it is highlighting how many individuals can not become complacent when it comes to their online activities. Otherwise, they could be facing the possibility of potential employers obtaining confidential information about: an individual and using it against them. This will have an impact upon how quickly they are able to: find a job and the kind of salary they will receive. Those people, who limit the amount of information that is posted online about them personally, will be able to receive the kind of position they are looking for.

What is 360-degree feedback? What advantages might it have over more traditional performance appraisal systems that use only downward feedback? What are some of the problems that could occur in using a 360-degree feedback system?

The 360 degree feedback system is when different staff members that work with a particular individual, are providing them with feedback about themselves though: the use of anonymous surveys. The basic idea is to provide an objective assessment to the person's job performance. At which point, they can use this information to make adjustments to: their behavior and the way they are interacting with their co workers.

The advantages this has over downward feedback include: it measures the behaviors of the individual, provides opinions / insights from others, improves focus and discuss areas that maybe difficult for supervisors to deal with (i.e. teamwork, leadership and character). These different elements are important, because they are illustrating how this can be used as a way to effectively motivate and correct issues impacting employee behavior.

The disadvantages of using this system over others include: it does not determine if an individual is meeting the basic requirements of the job, feedback is not focused on specific skill sets and it can not measure objective indicators that will identify employee attitudes (i.e. attendance / sales quotas). These different elements are significant, because it is illustrating how this system is not the end all solution in effectively evaluating staff members. The reason why, is because there are a number of different elements that it is overlooking. As a result, this should be used in conjunction with other strategies to effectively asses the performance of employees. Once this occurs, it will objectively evaluate staff members and tell them how to improve. ("What is 360 Degree Feedback," n.d.)

Read the downloaded application case labeled Unit 5 p 1-4 and answer the three discussion questions at the end.

1. In your view is comparable worth a legitimate strategy for determining job compensation?

Yes. The reason why is because it is providing an effective strategy for addressing the challenges facing many employers. This will help to motivate employees through: the compensation package and the benefits that they are offering. Once this takes place, it means that they will be able to retain key employee and attract the best talent to their organization. This will give them a strategic advantage over others by: allowing a company to have the most experienced and talented individuals. (Ivancevich, 2010, pp. 1 -- 4)

2. As the director of Twin Oaks HR Department, what recommendations would you make to James Bledsoe?

There are several recommendations that should be made to include: improving communication with the staff, listening to opinions of various employees and quickly responding to the issues that they are facing. This is significant, because if this kind of an approach can be taken it will ensure that the company is able to: address the demands of employees and adapt to changes that are taking place in the industry. (Ivancevich, 2010, pp. 1 -- 4)

3. From an HR perspective, what are the challenges of implementing comparable worth?

The biggest challenges will be: constantly satisfying the demands of staff members, adjusting to the changes that are taking place in the industry and remaining focused. (Ivancevich, 2010, pp. 1 -- 4)

Read the downloaded application case labeled Unit 7 p 1-3 and answer the three discussion questions at the end.

1. What are the strengths and shortcomings of decentralized approach to training managers and hourly employees?

The strengths of a decentralized approach are: it can help to give staff members' real world experience, it is cost effective and it can help to maximize productivity. This is significant, because a wide variety of organizations can use this approach to effectively train employees and managers. While at the same time, they are able to control the costs by keeping everything limited to the actual time that it is occurring. (Ivancevich, 2010, pp. 1 -- 3)

2. Develop a plan for determining the training needs of the hourly paid staff of a Domino's Pizza franchise?

The most effective way for training staff members is to use different tools to include: improving how employees receive on-the-job training and having managers go to an apprenticeship after they have finished the company course. (Ivancevich, 2010, pp. 1 -- 3)