Issues involving the Human Resources Department

Human Resources Questions

Who is responsible for human resource management?

For small organizations, the manager can perform all HRM management functions and hire consultants when needed. However, for large organizations, HRM functions are complex and thus require a dedicated HRM Department.

Do you think it is possible for a large company today to function without a human resources department? Why or why not?

No, it is not possible for large companies to functions without an HRM department. As companies get larger, the functions of the HRM become more complex and demanding. Thus, the HRM Department or an equivalent, including outsourcing to an HRM Consultant firm, is inevitable.

What is illegal discrimination? What is legal discrimination?

Illegal discrimination is when a person is treated differently than other persons because of a protected characteristic(s), and the incident is a discriminatory practice. On the other hand, legal discrimination is based on a characteristic(s) that is not protected (Edelman, Smyth & Rahim, 2016).

Which equal opportunity law do you think is most difficult to obey? Why? Which do you think is easiest? Why?

The Age Discrimination and Employment Act is the most difficult to follow because the older employees are paid highest. As the organizations seek to maximize returns, the ideal strategy would be to substitute them with younger, equally skilled younger employees paid less. The 1963's Equal Pay Act is the easiest to obey as it is now best appreciated that females can perform just as well as their male counterparts in the same job ranking.

In the case of a conflict between a legal and an ethical consequence of a human resource decision, what do you think should precede? Why?

I think the primary objective would be to shield the organization from legal exposure. It is also noted that most unethical HR practices are punishable by law. Therefore, precedence would be to that decision that protects the organization from being sued.

What are the advantages and disadvantages of an individual who accepts a job as a human resource manager in a firm that is in the midst of a corporate retrenchment strategy and a reactor business strategy?

The advantage is that the incoming HR manager will have the opportunity to work with only the best in the firm and, if need be, bring in new talent to the firm who is easier to align with the firm's vision. The disadvantage is that the retrenchment signifies a reactor strategy; thus, the HR Manager has to wrestle with the firm's negative image.

Explain how organization design, culture, and unionization issues are related to human resource management.

Organizational design helps align the human resource for efficiency and effectiveness, organizational culture determines HR exercises, and unions promote HR wellbeing through the protection of employee's rights.

What are the two primary reasons many businesses today are interested in evaluating their human resources function's effectiveness?

In today's business, evaluation of HR effectiveness is done for two main reasons, (1) to determine the potential strategies available for improving the HR function and (2), to determine the best HR model for the business, e.g., outsourcing.

Summarize the basic implications for human resource decisions of three different strategies.

For the high-performance strategy, HR decisions' implications increase the employee base for better performance. For the high-commitment strategy, HR decisions are mainly addressing the employee's behavior to make them commit more to the organization. For the high-involvement strategy, HR decisions' implications improve employee participation; mainly, the organization's decision-making process (Rao & Teegen, 2009).

Are there circumstances when managers might choose not to have job descriptions or job specifications?

No. In the legal realm of employment contracts, it is impossible for a manager not to have a job description and job specification. The organization seeks a suitable human resource.

Distinguish between job behaviors and job competencies.

Job behavior is an act that is required of a person, while job competency is the ability to do a job properly, and it is a result of skill, knowledge, and attitude.

Summarize the basic legal issues involved in layoffs.

For an organization with 15 or more employees, it is required by law that protected classes be considered during layoffs. Civil Rights Act's Title VII makes it illegal for layoff decisions based on gender, ethnicity, religion, pregnancy, or race.

Discuss the process of progressive discipline and explain its importance to organizations.

The progressive discipline deals with job-related behavior that doesn't meet the expected and communicated standards of performance. It is important for organizations as it keeps employee turnover rate down, and it also shields the organization from litigation when the reason for termination is poor performance.

What are the basic causes of job dissatisfaction? What are the basic consequences of job dissatisfaction in the workforce?

Job dissatisfaction can be caused by; lack of job growth opportunities, underpay, lack of interests, unsupportive management, poor work and life balance. A dissatisfied workforce will manifest through; decreased productivity, absenteeism, high employee turnover rates, and reckless error and mistakes.

Compare and contrast the advantages and disadvantages of internal versus external recruiting.

Internal recruitment is cheaper and faster as compared to external recruitment, which is expensive and takes longer. Internal recruitment limits the organization's resource pool compared to external recruitment, which provides an expansive HR pool. Internal recruiting can result in stagnant culture, while external recruitment promotes diversity within the organization.

Which selection techniques would you feel most confident in using? Why?

A structured in-person interview by a panel. This selection technique allows the organization to have a face to face experience with the candidate. Thus, the selection is not just through qualification but also the interviewers' intelligence, thus increasing the chances of choosing the best candidate for the job.

What kinds of training would organizations prefer to "pay for" - specific skills training or more general management development? Why?

Specific skills training equips employees with skills needed in the industry and business, makes the employee competitive, and guarantees a return on investment.

What are the four most common bases of diversity that are relevant to managers and their organizations?

The four most common vases of diversity in the US workplace are age, gender, ethnicity, and sexual orientation.

Identify and discuss various individual strategies for managing diversity.

i. Understanding – understand the nature and meaning of diversity that there are differences among people, which should be accepted in the workplace.

ii. Empathy – understand the perspective of others and facilitate their ability to work in the organization effectively.

iii. Tolerance – aspects of diversity that are not acceptable or contrary to one's perspectives should be tolerated.

iv. Willingness to communicate – any problems arising within the workplace resulting from diversity should be communicated to prevent any escalations. Such communication should be two-way (Patrick & Kumar, 2012).

Identify and summarize the basic methods of job evaluation.

i. Ranking method – jobs evaluated in the order of duties and powers attached

ii. Classification method – generic jobs are grouped based on levels/responsibility

iii. Point-factor method – identified job factors that have an added value and work to the employee

iv. Factor comparison method – job factors are determined through primary groups, and each factor is assigned a dollar value.

What benefits are mandated by law? What are the most common benefits not mandated by law?

Under US law, employers must march their employees' social security and Medicare tax contributions, ranging from the employee's age and income. However, there are common benefits that are not mandated by law, and they include; retirement savings, supplemental insurance, life insurance, and some salary perks.

Identify and briefly describe the basic steps in performance appraisal.

i. Establishment of performance standard – defining the objectives of the appraisal itself

ii. Communication of the standards – letting the employee be aware of what is expected of them

iii. Determination of the appraising person – who is the right person to conduct the appraisal, a person that will be fair to the interests of the employer and the concerns of the employee

iv. Measuring the actual performance – this is simply an implementation of the appraisal program

v. Communication of results to an employee – make the employee aware of what the appraisal findings are; this is crucial, especially when the results are below the expectations

vi. Taking corrective action – this includes suitable rewards for outperformers, counseling, and guidance to underperformers, training services, and modification of the organization to remove identified hindrances.

What are the basic goals of performance appraisal?

Three basic goals; (1) provide adequate feedback, (2) serve as a basis for modification for more effective requirements, and (3) provide managers with data which they use for future assignment and projects.

Identify and briefly explain each of the major laws affecting unionization in the United States.

a) National Labor Relations Acts – passed in 1935, it gives workers the legal right to form unions and requires employers to bargain within unions over working matters

b) Civil Rights Act of 1964 – requires all business to serve all people without regard to race, sex, and other characteristics and prohibits discriminations by employers and unions

c) Right to Work Laws – passed by states, it allows bargaining unit members to opt-out of paying the fair share of their union dues and fees without repercussion.