Category: Human Resource Management

Instructions: Read the case study below
Provide a case summary, analysis, work cited, and answer the 8 case questions.
Grandview Global Financial Services is an international corporation providing multiple financial services. Although it is one of the smaller players in the field, the firm has about 20,000 employees worldwide. Corporate strategy has focused on serving a niche market comprising high-net-worth individuals, providing them with all the wealth management services they require. These services include investments, insurance, banking, real estate, financial planning, and related services.
The linchpin making all these services work well is the quality of the employees—the degree to which they are motivated to provide “over-the-top” attention to clients’ needs. Clients have come to expect this level of service regardless of where they might happen to be and regardless of the time. Because of clients’ high expectations, every employee is expected to provide flawless service.
As it has expanded globally, Grandview has hired employees from all the countries in which it does business. Although all employees are expected to speak English, business is conducted in nine different languages in 45 locations. Grandview has invested heavily in developing a uniform corporate culture but has not succeeded in doing so in all locations.
One difficulty has been the PM and reward systems. Each geographic area developed its own PM tools, which reflect the national culture and the past experiences of local employees. There are a variety of systems using different performance criteria. Most of the PM materials are in Microsoft Word. Some of the systems seem to work all right, although others do not. None of the systems are coordinated, except to the extent that those final performance ratings are sent to the Grandview corporate HR department. There has been enormous pushback and noncompliance with PM policies from the employees because of the difficulty of the paper performance process as well as the nine different languages being used worldwide.
Rewards systems are similarly localized. Base pay, incentive systems, and benefits have grown up in each geographic location in accord with local market practices, laws, and customs. The complexity and number of Excel spreadsheets needed to manage the financial targets and the resulting compensation plans for that many employees have created perceived and actual inequities. It is difficult to transfer employees across geographic areas because of the different systems in place, and awareness that employees in different locations have very different terms and conditions has created morale problems.
Corporate HR has PM and rewards modules in its HRIS covering U.S. employees, but this takes care of only about 60% of Grandview’s employee population. An executive rewards module does cover about 2,000 senior executives worldwide, but all foreign data are sent from different locations and entered into the module at headquarters. Part of the historic reason for this process involves the legal requirements concerning privacy of information in the EU and some other locales; it is easier to get executives to grant permission for the transmission of specific data when those data are used to calculate stock option awards and other executive incentive payments granted by the corporation.
Corporate HR would like to move away from local systems and institute a corporatewide system that relies neither on Word documents for performance reviews nor on Excel spreadsheets for the resulting compensation plans that result from the overall performance ratings. It was thought that common systems for PM and rewards would support a more unified culture and help translate Grandview’s corporate strategy into individual performance plans worldwide.
The ideal system would be a Web-based, multilingual, integrated PM and compensation system. The PM system would be accessible by managers and their direct reports and would be tied to corporate strategy and the current business plan. Managers and their direct reports could access the system at any time to see performance criteria, measures, and standards and to look at current progress against standards. The rewards and benefits modules, although based on local law and customs, would be standardized with respect to process, fostering a more uniform rewards culture. It is critical to HR managers that the technology selected is flexible enough so that yearly changes to the application could be made efficiently and legal requirements in different locations could be accommodated, as well as changes in those requirements.
Because the performance goals are based on financial targets, and employees’ merit and incentive payments are directly related to employee performance as well as Grandview’s overall results, all necessary functionality for the compensation process should be built into the performance system. At year end, results should be able to be imported directly from corporate financial systems and used to generate performance reviews and compensation plans for the employees. The resultant pay increases and bonus payments would be fed directly into the payroll system already in use by Grandview in the United States and abroad. The system administrators should be able to ensure worldwide compliance with the performance process directly from the system through a variety of reports.
Case Study Questions:
1. What is the role of PM in establishing and maintaining corporate culture?
2. What is the role of compensation and benefits in establishing and maintaining corporate culture?
3. Since laws, labor markets, and customs relevant to PM, compensation, and benefits differ from country to country, does it make sense to try to maintain a common global process for managing each of these areas?
4. Given all the cross-country differences, why would a global organization want to have a common HRIS?
5. How should Grandview go about implementing a global PM system?
6. How should Grandview go about implementing a global rewards system?
7. How should Grandview go about implementing a global benefits system?
8. How should Grandview go about implementing a global HRIS to manage these functions?

Assessment 3
HR Challenge: National Labor Relations Act Analysis
Prepare 4-6 PowerPoint slides and record a presentation (no more than 5 minutes long) to leadership on the history of the National Labor Relations Act (NLRA) and the implications of the case, National Labor Relations Board v. General Motors Corp., 1963, for your business in relation to unfair labor practices.
Expand All
Introduction
Not all human resource specialists will have to navigate situations with unions and management, but all human resource professionals need to think legally. By studying a seminal case between management and the union, National Labor Relations Board v. General Motors Corp., 1963, you will gain background knowledge about the agency model of union membership and what the court defines as unfair labor practices.
The habit of mind that you develop by studying and analyzing this case will serve you as you think about the legal ramifications of negotiations with employees and management on a wide range of issues.
Scenario
Your company is reviewing its approach to the National Labor Relations Act (NLRA). Your human resources team has been tasked with giving a presentation about the history of the NLRA that is appropriate for leaders as well as other human resource specialists, in order to prepare them for ongoing discussions about the issues presented by NLRA for your company.
Your Challenge
You are a human resource specialist who has been tasked to present the key points from this case to various small groups of company leaders and other human resource specialists so that they have the background to discuss how NLRA could impact your business.
Instructions
Based on key guidelines from the National Labor Relations Act (NLRA), analyze National Labor Relations Board v. General Motors Corp., 1963. Prepare a 4–6-slide PowerPoint presentation explaining and analyzing key elements of the case.
Read the National Labor Relations Board v. General Motors Corp., 1963 case, noting the bulleted elements below.
Review the IRAC strategy for analyzing cases and apply those steps in your study of this case.
Prepare 4–6 PowerPoint slides that address the following:
Introduction.
Summary of the events leading up to the case.
Analyze General Motors’ position in the case.
What was their position about whether an agency shop was considered an unfair labor practice? What was their rationale for their position?
Analyze the union’s position in the case.
What was their position about whether an agency shop was considered an unfair labor practice? What was their rationale for their position?
Analyze the role of the court in the case.
What is the effect of the court’s decision on all organizations and unions?
Analyze the relationship of the case with the NLRA.
Consider case assertions, evidence, and findings.
Evaluate the historical impact of this case on the union/management power struggle.
What was the relationship before the case? Who was considered the winner in this case? How did the case affect future challenges?
Assess how this case changed the relationship between management and all employees at GM, and in unionized organizations in general.
To support your assertions, cite specific examples from the case and from your other assigned readings.
Record your presentation using Kaltura or a similar recording software of your choice. Refer to Using Kaltura for directions on recording and uploading your presentation, if you choose to use this tool. The presentation should not exceed 5 minutes. Or another option is to write out the text of your presentation in the presentation notes section of each PowerPoint slide.
Academic Requirements
The deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace.
Use short phrases that are clear, comprehensible, and free of jargon for each bullet point.
Include no more than three bullet points per slide if possible. Include APA-formatted in-text citations where appropriate
Ensure your presentation is relevant to and easily understood by everyone in the audience. Remember, you will be speaking to people of all levels in the company.
If you include a voice-over in lieu of presenter’s notes, your recording should be no longer than five minutes.
Your written communication should be free of errors that detract from the overall message.
Include an APA-formatted references slide at the end of the presentation, this is an additional slide at the end of the presentation, slide 7.
Competencies Measured
Competency 1: Apply legal thinking to human resource management issues in the workplace to ensure compliance.
Analyze both General Motor’s and the union’s position in the NLRB case.
Analyze the role of the court in the NLRB v. General Motors case.
Analyze the relationship of a case with the NLRA.
Competency 2: Evaluate the relationship between historical perspectives and events and the alignment of human resource management and the law.
Evaluate the historical impact of a case on the union/management power struggle.
Competency 3: Examine relationships between law, human resource management practices, and business activities.
Assess how a court decision changed the relationship between management and employees in a case, and in unionized organizations overall.
Competency 6: Communicate clearly, accurately, and professionally in the HR field.
Support main points, assertions, arguments, conclusions, or recommendations with relevant and credible evidence.
Apply APA style and formatting to scholarly writing.

Objective: To evaluate students’ ability to critique resumes for a specific position, determine the most suitable candidates for the next stage of the interview process, and develop a systematic ranking criteria.
Assignment Overview
Scenario: You are a Human Resource Manager tasked with hiring for the position of Marketing Coordinator at a mid-sized company. You have received three resumes for this position. Your task is to critically review each resume, determine which candidates should advance to the interview stage, and create a ranking criteria to justify your decisions.
Instructions:
Resume Critique:
You will be provided with three anonymized resumes.
Critically evaluate each resume based on the job description provided.
Identify strengths and weaknesses of each resume.
Decide which candidates should move to the next step in the interview process.
Justify your decisions with specific reasons.
Create a Ranking Criteria:
Develop a ranking criteria to evaluate the resumes.
The criteria should include at least five different categories relevant to the Marketing Coordinator position.
Assign a weight to each category to reflect its importance in the selection process.
Use this criteria to rank the three candidates and provide a final score for each.
Submission Requirements:
A written report (2-3 pages) containing:
An introduction explaining the importance of effective resume screening. 10%
A detailed critique of each resume. 25%
The ranking criteria used. 25%
Final recommendations on which candidates to interview. 25%
A conclusion summarizing your process and final decision. 15%
Resources Below:
Job Description: Marketing Coordinator
Responsibilities:
Develop and execute marketing plans and campaigns.
Manage social media channels and content creation.
Conduct market research to identify trends and opportunities.
Coordinate with sales and design teams to ensure cohesive brand messaging.
Analyze marketing data and report on campaign performance.
Qualifications:
Bachelor’s degree in Marketing, Communications, or related field.
Strong written and verbal communication skills.
Proficiency in digital marketing tools and social media platforms.
Experience with content creation and graphic design software (e.g., Adobe Creative Suite).
Analytical skills to measure and optimize campaign performance.
Example Ranking Criteria:
Educational Background (20%):
Relevance of degree to the position (e.g., Marketing, Communications).
Level of education (e.g., Bachelor’s, Master’s).
Work Experience (30%):
Relevant marketing or communication experience.
Duration and quality of previous roles.
Experience with digital marketing and social media.
Skills and Competencies (25%):
Proficiency in digital marketing tools and social media platforms.
Content creation and graphic design skills.
Analytical and data interpretation skills.
Achievements and Projects (15%):
Specific accomplishments in previous roles.
Successful marketing campaigns or projects led.
Evidence of impact or results.
Overall Presentation (10%):
Clarity and organization of the resume.
Professionalism and attention to detail.
Grammar and spelling.
Resume Critique Example
Resume A:
Strengths: Bachelor’s degree in Marketing, 2 years of experience in digital marketing, proficient in Adobe Creative Suite.
Weaknesses: Limited experience in content creation, no evidence of analytical skills.
Recommendation: Move to the interview stage. Strong educational background and relevant work experience.
Resume B:
Strengths: Extensive experience in social media management, strong written communication skills.
Weaknesses: Degree in an unrelated field (History), minimal graphic design skills.
Recommendation: Do not move to the interview stage. Lack of relevant educational background and graphic design skills.
Resume C:
Strengths: Bachelor’s degree in Communications, significant content creation experience, demonstrated analytical skills.
Weaknesses: Limited experience with digital marketing tools.
Recommendation: Move to the interview stage. Strong overall profile with relevant skills and experience.
Submission:
Format: Submit your report as a Word document
File Naming: LastName_FirstName_HR_Assignment
Evaluation Criteria:
Depth of Analysis: Thoroughness of resume critiques.
Justification: Clear and logical reasoning for decisions.
Criteria Development: Appropriateness and comprehensiveness of the ranking criteria.
Professionalism: Quality of writing and presentation.

Please go through chapter summary and write chapter analysis. Answer all questions in instruction and follow the instruction attached.

Instructions: Read the case study below
Provide a case summary, analysis, work cited, and answer the 8 case questions.
Grandview Global Financial Services is an international corporation providing multiple financial services. Although it is one of the smaller players in the field, the firm has about 20,000 employees worldwide. Corporate strategy has focused on serving a niche market comprising high-net-worth individuals, providing them with all the wealth management services they require. These services include investments, insurance, banking, real estate, financial planning, and related services.
The linchpin making all these services work well is the quality of the employees—the degree to which they are motivated to provide “over-the-top” attention to clients’ needs. Clients have come to expect this level of service regardless of where they might happen to be and regardless of the time. Because of clients’ high expectations, every employee is expected to provide flawless service.
As it has expanded globally, Grandview has hired employees from all the countries in which it does business. Although all employees are expected to speak English, business is conducted in nine different languages in 45 locations. Grandview has invested heavily in developing a uniform corporate culture but has not succeeded in doing so in all locations.
One difficulty has been the PM and reward systems. Each geographic area developed its own PM tools, which reflect the national culture and the past experiences of local employees. There are a variety of systems using different performance criteria. Most of the PM materials are in Microsoft Word. Some of the systems seem to work all right, although others do not. None of the systems are coordinated, except to the extent that those final performance ratings are sent to the Grandview corporate HR department. There has been enormous pushback and noncompliance with PM policies from the employees because of the difficulty of the paper performance process as well as the nine different languages being used worldwide.
Rewards systems are similarly localized. Base pay, incentive systems, and benefits have grown up in each geographic location in accord with local market practices, laws, and customs. The complexity and number of Excel spreadsheets needed to manage the financial targets and the resulting compensation plans for that many employees have created perceived and actual inequities. It is difficult to transfer employees across geographic areas because of the different systems in place, and awareness that employees in different locations have very different terms and conditions has created morale problems.
Corporate HR has PM and rewards modules in its HRIS covering U.S. employees, but this takes care of only about 60% of Grandview’s employee population. An executive rewards module does cover about 2,000 senior executives worldwide, but all foreign data are sent from different locations and entered into the module at headquarters. Part of the historic reason for this process involves the legal requirements concerning privacy of information in the EU and some other locales; it is easier to get executives to grant permission for the transmission of specific data when those data are used to calculate stock option awards and other executive incentive payments granted by the corporation.
Corporate HR would like to move away from local systems and institute a corporatewide system that relies neither on Word documents for performance reviews nor on Excel spreadsheets for the resulting compensation plans that result from the overall performance ratings. It was thought that common systems for PM and rewards would support a more unified culture and help translate Grandview’s corporate strategy into individual performance plans worldwide.
The ideal system would be a Web-based, multilingual, integrated PM and compensation system. The PM system would be accessible by managers and their direct reports and would be tied to corporate strategy and the current business plan. Managers and their direct reports could access the system at any time to see performance criteria, measures, and standards and to look at current progress against standards. The rewards and benefits modules, although based on local law and customs, would be standardized with respect to process, fostering a more uniform rewards culture. It is critical to HR managers that the technology selected is flexible enough so that yearly changes to the application could be made efficiently and legal requirements in different locations could be accommodated, as well as changes in those requirements.
Because the performance goals are based on financial targets, and employees’ merit and incentive payments are directly related to employee performance as well as Grandview’s overall results, all necessary functionality for the compensation process should be built into the performance system. At year end, results should be able to be imported directly from corporate financial systems and used to generate performance reviews and compensation plans for the employees. The resultant pay increases and bonus payments would be fed directly into the payroll system already in use by Grandview in the United States and abroad. The system administrators should be able to ensure worldwide compliance with the performance process directly from the system through a variety of reports.
Case Study Questions:
1. What is the role of PM in establishing and maintaining corporate culture?
2. What is the role of compensation and benefits in establishing and maintaining corporate culture?
3. Since laws, labor markets, and customs relevant to PM, compensation, and benefits differ from country to country, does it make sense to try to maintain a common global process for managing each of these areas?
4. Given all the cross-country differences, why would a global organization want to have a common HRIS?
5. How should Grandview go about implementing a global PM system?
6. How should Grandview go about implementing a global rewards system?
7. How should Grandview go about implementing a global benefits system?
8. How should Grandview go about implementing a global HRIS to manage these functions?

Assessment 3
HR Challenge: National Labor Relations Act Analysis
Prepare 4-6 PowerPoint slides and record a presentation (no more than 5 minutes long) to leadership on the history of the National Labor Relations Act (NLRA) and the implications of the case, National Labor Relations Board v. General Motors Corp., 1963, for your business in relation to unfair labor practices.
Expand All
Introduction
Not all human resource specialists will have to navigate situations with unions and management, but all human resource professionals need to think legally. By studying a seminal case between management and the union, National Labor Relations Board v. General Motors Corp., 1963, you will gain background knowledge about the agency model of union membership and what the court defines as unfair labor practices.
The habit of mind that you develop by studying and analyzing this case will serve you as you think about the legal ramifications of negotiations with employees and management on a wide range of issues.
Scenario
Your company is reviewing its approach to the National Labor Relations Act (NLRA). Your human resources team has been tasked with giving a presentation about the history of the NLRA that is appropriate for leaders as well as other human resource specialists, in order to prepare them for ongoing discussions about the issues presented by NLRA for your company.
Your Challenge
You are a human resource specialist who has been tasked to present the key points from this case to various small groups of company leaders and other human resource specialists so that they have the background to discuss how NLRA could impact your business.
Instructions
Based on key guidelines from the National Labor Relations Act (NLRA), analyze National Labor Relations Board v. General Motors Corp., 1963. Prepare a 4–6-slide PowerPoint presentation explaining and analyzing key elements of the case.
Read the National Labor Relations Board v. General Motors Corp., 1963 case, noting the bulleted elements below.
Review the IRAC strategy for analyzing cases and apply those steps in your study of this case.
Prepare 4–6 PowerPoint slides that address the following:
Introduction.
Summary of the events leading up to the case.
Analyze General Motors’ position in the case.
What was their position about whether an agency shop was considered an unfair labor practice? What was their rationale for their position?
Analyze the union’s position in the case.
What was their position about whether an agency shop was considered an unfair labor practice? What was their rationale for their position?
Analyze the role of the court in the case.
What is the effect of the court’s decision on all organizations and unions?
Analyze the relationship of the case with the NLRA.
Consider case assertions, evidence, and findings.
Evaluate the historical impact of this case on the union/management power struggle.
What was the relationship before the case? Who was considered the winner in this case? How did the case affect future challenges?
Assess how this case changed the relationship between management and all employees at GM, and in unionized organizations in general.
To support your assertions, cite specific examples from the case and from your other assigned readings.
Record your presentation using Kaltura or a similar recording software of your choice. Refer to Using Kaltura for directions on recording and uploading your presentation, if you choose to use this tool. The presentation should not exceed 5 minutes. Or another option is to write out the text of your presentation in the presentation notes section of each PowerPoint slide.
Academic Requirements
The deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace.
Use short phrases that are clear, comprehensible, and free of jargon for each bullet point.
Include no more than three bullet points per slide if possible. Include APA-formatted in-text citations where appropriate
Ensure your presentation is relevant to and easily understood by everyone in the audience. Remember, you will be speaking to people of all levels in the company.
If you include a voice-over in lieu of presenter’s notes, your recording should be no longer than five minutes.
Your written communication should be free of errors that detract from the overall message.
Include an APA-formatted references slide at the end of the presentation, this is an additional slide at the end of the presentation, slide 7.
Competencies Measured
Competency 1: Apply legal thinking to human resource management issues in the workplace to ensure compliance.
Analyze both General Motor’s and the union’s position in the NLRB case.
Analyze the role of the court in the NLRB v. General Motors case.
Analyze the relationship of a case with the NLRA.
Competency 2: Evaluate the relationship between historical perspectives and events and the alignment of human resource management and the law.
Evaluate the historical impact of a case on the union/management power struggle.
Competency 3: Examine relationships between law, human resource management practices, and business activities.
Assess how a court decision changed the relationship between management and employees in a case, and in unionized organizations overall.
Competency 6: Communicate clearly, accurately, and professionally in the HR field.
Support main points, assertions, arguments, conclusions, or recommendations with relevant and credible evidence.
Apply APA style and formatting to scholarly writing.

Objective: To evaluate students’ ability to critique resumes for a specific position, determine the most suitable candidates for the next stage of the interview process, and develop a systematic ranking criteria.
Assignment Overview
Scenario: You are a Human Resource Manager tasked with hiring for the position of Marketing Coordinator at a mid-sized company. You have received three resumes for this position. Your task is to critically review each resume, determine which candidates should advance to the interview stage, and create a ranking criteria to justify your decisions.
Instructions:
Resume Critique:
You will be provided with three anonymized resumes.
Critically evaluate each resume based on the job description provided.
Identify strengths and weaknesses of each resume.
Decide which candidates should move to the next step in the interview process.
Justify your decisions with specific reasons.
Create a Ranking Criteria:
Develop a ranking criteria to evaluate the resumes.
The criteria should include at least five different categories relevant to the Marketing Coordinator position.
Assign a weight to each category to reflect its importance in the selection process.
Use this criteria to rank the three candidates and provide a final score for each.
Submission Requirements:
A written report (2-3 pages) containing:
An introduction explaining the importance of effective resume screening. 10%
A detailed critique of each resume. 25%
The ranking criteria used. 25%
Final recommendations on which candidates to interview. 25%
A conclusion summarizing your process and final decision. 15%
Resources Below:
Job Description: Marketing Coordinator
Responsibilities:
Develop and execute marketing plans and campaigns.
Manage social media channels and content creation.
Conduct market research to identify trends and opportunities.
Coordinate with sales and design teams to ensure cohesive brand messaging.
Analyze marketing data and report on campaign performance.
Qualifications:
Bachelor’s degree in Marketing, Communications, or related field.
Strong written and verbal communication skills.
Proficiency in digital marketing tools and social media platforms.
Experience with content creation and graphic design software (e.g., Adobe Creative Suite).
Analytical skills to measure and optimize campaign performance.
Example Ranking Criteria:
Educational Background (20%):
Relevance of degree to the position (e.g., Marketing, Communications).
Level of education (e.g., Bachelor’s, Master’s).
Work Experience (30%):
Relevant marketing or communication experience.
Duration and quality of previous roles.
Experience with digital marketing and social media.
Skills and Competencies (25%):
Proficiency in digital marketing tools and social media platforms.
Content creation and graphic design skills.
Analytical and data interpretation skills.
Achievements and Projects (15%):
Specific accomplishments in previous roles.
Successful marketing campaigns or projects led.
Evidence of impact or results.
Overall Presentation (10%):
Clarity and organization of the resume.
Professionalism and attention to detail.
Grammar and spelling.
Resume Critique Example
Resume A:
Strengths: Bachelor’s degree in Marketing, 2 years of experience in digital marketing, proficient in Adobe Creative Suite.
Weaknesses: Limited experience in content creation, no evidence of analytical skills.
Recommendation: Move to the interview stage. Strong educational background and relevant work experience.
Resume B:
Strengths: Extensive experience in social media management, strong written communication skills.
Weaknesses: Degree in an unrelated field (History), minimal graphic design skills.
Recommendation: Do not move to the interview stage. Lack of relevant educational background and graphic design skills.
Resume C:
Strengths: Bachelor’s degree in Communications, significant content creation experience, demonstrated analytical skills.
Weaknesses: Limited experience with digital marketing tools.
Recommendation: Move to the interview stage. Strong overall profile with relevant skills and experience.
Submission:
Format: Submit your report as a Word document
File Naming: LastName_FirstName_HR_Assignment
Evaluation Criteria:
Depth of Analysis: Thoroughness of resume critiques.
Justification: Clear and logical reasoning for decisions.
Criteria Development: Appropriateness and comprehensiveness of the ranking criteria.
Professionalism: Quality of writing and presentation.

Please go through chapter summary and write chapter analysis. Answer all questions in instruction and follow the instruction attached.

Answer the research question: How effective are existing laws and policies in protecting employees from pregnancy discrimination in the workplace? (see instructions in the attached file)

Assessment 1
HR Challenge: Contemporary Issue
Instructions
Resources
Activity
Attempt 1
available
Attempt 2
Attempt 3
In a 3-4 page memorandum to your HRM supervisor, you will outline a contemporary HRM issue and the laws associated with it. In the memorandum, you will provide background research on the issue, which your supervisor will share with the leadership team as they plan for scientific, technical, or social trends that might impact the workplace in the near future.
Expand All
Introduction
The employment relationship is predicated on the exchange of power and authority for compliance and reward. As a result, employees voluntarily relinquish control of their time, effort, and industry. When employees determine that their employers inadequately compensate them for their work and seem to control their lives, conflict can result. This transforms a viable transactional relationship into a crucible of conflict and strife. When people come together in a workplace, they bring with them their values, opinions, prejudices, and sensitivities. Frequently, conflict occurs from within the employer-employee relationship as a result of these differences.
Controls, policies, and procedures must thus be created to address conflict and enable organizations to operate effectively. Employers predominantly control the workplace, so most laws and regulations restrict, inhibit, or guide the behavior and authority of employers with respect to employees. Employment law guidelines provide the philosophical, legal, and moral foundations for conflict resolution in the workplace. They embody a vital component of our system of government.
This assessment investigates a contemporary, HR law-related issue of your choice (not social media, it is addressed later in the course) and create a memorandum to your supervisor describing the scientific, technical, or social issue and how it impacts the workplace.
Scenario
In your work as an HRM professional, you will often encounter situations where current events, issues, and technologies impact your work with the employees and systems in human resources. This assessment asks you to take a broad look at the human resources spectrum of topics and select a current, law-related topic. You will then analyze and assess the ethical ramifications of the issue in the workplace.
Scenario
Your supervisor has asked you to research some of the latest law-related trends in human resources so that the team can project ahead to scientific, technical, or social trends that might impact the workplace in the near future. This is intended to be a background research project—you will present your findings in a 3–4-page memorandum to your supervisor that might also be shared with other HRM executives.
Your Challenge
You are an HRM professional who is tasked with researching at least one law-related article about a current issue in human resources and writing a memorandum about the background research that you have completed.
Instructions
1. Write a memorandum to your supervisor describing and analyzing a contemporary scientific, technical, or social issue impacting the workplace. Select your issue from the list below (do not choose social media because it will be addressed in another assessment). You may use the listed article as your required resource.
EEOC-Discrimination by Type
U.S. Equal Employment Opportunity Commission. (n.d.). Discrimination by type. Retrieved from https://www.eeoc.gov/laws/types/index.cfm
LEAP 2019: The top 10 lessons for HR. (2019). HR Specialist: Employment Law, 49(5), 5.
Age Discrimination
How to avoid age bias when talking retirement with employees. (2014). HR Specialist, 12(1), 8.
Race/Color Discrimination
Equal Employment Opportunity Commission. (n.d.). Race/color discrimination. Retrieved from https://www.eeoc.gov/laws/types/race_color.cfm
Assigning black employees to black clients: Is that racial bias? (2010). HR Specialist, 8(1), 3.
Hawkins, D. (2016, February 8). Racial discrimination – Title VII. Wisconsin Law Journal.
Inclusion and Diversity
Bisco, J., Gradisher, S., & Mulholland, B. (2019). Women and diversity: Why the conversation must continue in financial services. Journal of Financial Service Professionals, 73(1), 72–84.
Burnham, C., Puckett, B., & Deakins, O. (2017). In contentious times, reaffirm commitment to inclusion, diversity. HR Specialist, 15(2), 7.
Respect Culture
Ahlrichs, K. (2018). Go beyond harassment best practices: Add respect to your culture. HR Specialist, 16(8), 8.
Whistle-Blowers
Whistleblower at work? Protect, don’t reject. (2019). HR Specialist, 17(11), 3.
LGBTQ Protections
Nagele-Piazza, L. (2019). Creating LGBTQ-inclusive workplace policies. HRNews.8.
Gun Violence at Work
Are you prepared for gun violence at work? (2019). HR Specialist: Employment Law, 49(10), 1–2.
2. Research the topic you selected using the law-related article associated with the issue from the list. Support your assertions with citations from your course readings, workplace examples, and any relevant additional research.
3. Address the following elements in your issue synopsis:
Describe your chosen contemporary scientific, technical, or social issue, including how it has impacted the workplace.
Analyze how your issue influenced or could influence employee productivity in your own current or former organization. Be sure to keep the organization anonymous.
Explain the impact of your issue from your perspective of an HRM executive.
Assess how relevant legislation affects your issue in the workplace.
Assess the ethical ramifications of your issue on HRM practices in the workplace.
Academic Requirements
The deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations that you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace.
Length of paper: Your memorandum should be 3–4 double-spaced pages, including the resources page.
Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.
Font and font size: Times New Roman, 12 point.
Number of resources: A minimum of one law related article and any course readings.
Evidence: Support your assertions with data and/or in-text citations. Use current APA format for in-text citations and create a reference list at the end of your documents.
APA formatting: Resources and in-text citations are formatted according to current APA style and formatting.
Written communication:
Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.
Write for a specific audience, using the vernacular of the profession.
Use spell-check and other tools to ensure correct spelling and grammar.
Note: Faculty may use the Writing Feedback Tool when grading this assessment. The Writing Feedback Tool is designed to provide you with guidance and resources to develop your writing based on five core skills. You will find writing feedback in the Scoring Guide for the assessment, once your work has been evaluated.
Competencies Measured
Competency 3: Examine relationships between law, human resource management practices, and business activities.
Analyze how a described scientific, technical, or social workplace issue influenced or could influence employee productivity in an organization.
Explain the impact of an identified scientific, technical, or social workplace issue from the perspective of an HRM executive.
Assess how relevant legislation affects an identified contemporary scientific, technical, or social issue in the workplace.
Competency 4: Assess ways in which human resource professionals resolve conflicts between ethical and legal aspects of practice.
Assess the ethical ramifications of an identified contemporary scientific, technical, or social issue on HRM practices in the workplace.
Competency 6: Communicate clearly, accurately, and professionally in the HR field.
Support main points, assertions, arguments, conclusions, or recommendations with relevant and credible evidence.
Apply APA style and formatting to scholarly writing.