Graded Homework

Determine
a recruitment method and sources would you use and explain your decision.

The ideal recruitment
method I feel would be recruiting over the internet. Trendy Tech is looking
to increase staffing by a couple hundred individuals over the next several
years. Recruiting over the internet
and social media will give access to a wide range of individuals some in the
beginning of their careers as well as some looking for advancement outside of
their current jobs. Job boards will
give recruiters the ability to sort through many candidates and choose which
ones best meet the qualifications and requirements for specific
positions. Installing an applicant
tracking service is another way to help screen unqualified applicants when
using job boards that can present a lot of candidates that may not be as qualified

Assess
what type of interview would work best when hiring someone in an
entrepreneurial environment.

In an entrepreneurial
environment employees should be motivated to innovate, create and take
risks. To me that means more relaxed
and less structured. The type of
interview I would suggest would be non-structured, questions asked would be
based on previously answered questions and conducted in a sequential
interview setting. Candidate would be interviewed by direct supervisor
as well as head of department

Determine
whether or not you would use selection tests.

Trendy Tech is
looking for highly skilled technical employees. For this reason I do believe that through
the recruitment process a selection test should be used in an effort to
verify the level of skill the candidate actually possesses. It is easy to write their proficiencies on
their resume but in order to ensure that we are hiring skilled employees they
should be able to pass skills tests that are related to the job they will be
asked to perform.

Choose
training and/or development programs to implement in order to keep operations
employees loyal to the organization.

Elegant Estates is
not looking to bring on new employees so their focus should be on lowering
staff turnover. In order to do so they
need to make sure that there is a high level of job satisfaction among their
staff.One thing they could implement
would be to have quarterly off-site training seminars and yearly team
building retreats. Have employee’s
complete satisfaction surveys that are job related so that way managers can
gain knowledge based on changes that need to happen within specific
departments.

Evaluate
the training methods you would use.

Off-site training
seminars will give employees the opportunity to learn and grow. Investing in your employees will show them
that their personal growth matters to the company. Team building retreats are a way to get
employees to relax and take their mind off of the day to day – even if just
for a short time – while still incorporating team building exercises to keep
them engaged with managers and maybe even top-level executives.

Assess the discipline steps to
take. Determine how you would apply
positive discipline.

In an effort to apply
positive discipline first employees can first receive an oral reminder of the
policy they are breaking. It could be
that either the employee forgot or was just unaware. After that if the employee is still not
adhering to guidelines they could receive up to 3 write-ups that would be
kept in there employee file. The employee should sign these write-ups and be
made aware of the repercussions to come if they are caught again breaking
company policy. If all previous
measures have been taking and the employee still fails to comply he or she
could be forced to take a leave without pay or face possible termination.

Determine the just-cause standards you
should verify before termination.

In order to avoid a
wrongful discharge suit it is important the company’s rules and guidelines
are clear and in writing and that all employees have a basic understanding of
all possible repercussions for misconduct and what the company views as
grounds for termination. In the case
of John Doe being absent for weeks without contacting his supervisor it is up
to the supervisor and HR managers to ensure they have exhausted every
possible measure of trying to contact John Doe during his absence. If the company has an absenteeism policy in
place John Doe could be terminated as soon as the time stated in the possible
has happened. Upon arrival back to work as a manager I would ask for a one on
one meeting with an HR representative present and ask him to explain his
absence. If it was medically related John
Doe would already know that in order to return back to work without recourse
he we would have to submit a note from his doctor explaining his work
status. He would know this because it
would have already been outlined in his employee handbook. If John Doe is unable to provide reasonable
justification for his absence he can be terminated based on abandonment of
job/duties.

Assess the benefits of a wellness
program.

Some benefits of
having a wellness program would be improved employee productivity and a boost
in employee morale, applying the rule of thumb that generally “healthy people
are happy people” Providing challenge based wellness programs can provide
employees with a sense of accomplishment, making them set goals that they may
not do on their own. Most people spend
up to 12hours or more at work, making work the only place they may have time
to commit to any form of exercise program.

Summarize the components you would
include in the wellness program.

The components I
would include in a wellness program would be to have yearly biometrics
screenings offered free to all employees. Employees that participate would
receive crucial info on their health as well as be able to speak to a
certified health specialist. As added motivation
those that chose to participate would be entered in a raffle to win prices
that are also wellness based. I would
also introduce a compensation plan for employees that participate in any
company wellness challenges and clinics. The company will contribute up to
$800 a year to an employee’s individual health savings account for
participating in and completing companywide wellness challenges and clinics.

Describe the process employees need to
take in order to unionize.

There are five steps
employees must take in order to be recognized as a union. Employees should
contact a union representative that will assess the employee needs and select
a group of people to be a part of the organizing committee. The organizing
committee will be trained on all laws regarding unionization and be asked to
come up with a list of demands and a plan to execute a strategy. The committee must than get a majority of
the employees to sign union cards so they can petition for the right to hold
a union election. At a union
election/hearing the company has the right to contest the request to unionize
which if they do the NLRB would have to get involved to act like an arbitrator. After the hearing takes place it is up to
the committee to appeal to the employees for their votes – kind of like an
election campaign for a class president.
The last step would be the actual election, employees cast their votes
and if the Union wins –by majority vote – they know are recognized as a
Union.

Explain the rights of employees.

Employees have the
right to fair labor practices. This
includes the right to privacy, fair compensation, and freedom from
discrimination.

Assess what an employer can legally do
to prevent unionization.

In order to prevent
unionization I think that employers should take action before it were to even
reach that point. Communicating openly
and honestly with employees is the best way to foster good employee
relationships and having employees express their concerns and addressing
those concerns is the first step to preventing unionization.

Explain
two motivational theories.

Two motivational
theories related to HRM would be Abraham Maslow’s Hierarchy of Needs Theory
and Alderfer’s ERG Theory.

Maslow’s theory
stated that a person’s motivational needs ranged from basic physiological
needs like breathing or eating to helping others and growing as a
person. Alderfer’s theory is more
based on what the individual’s needs are related to how they feel personally
about themselves and career wise.

Determine
which theory would work best in this scenario to help motivate
employees.

For this particular
scenario I think Alderfer’s ERG Theory would work better because it deals
with an individual’s physical and social needs related to their existence –
why am I here; relatedness – how is what I’m doing related to what I am
supposed to do or what I want to do; and growth needs – is what I am doing
now going to get me to where I want to be later. In the scenario the company wants to focus
on motivating its current employees and figuring out what it will take to
keep them happy with the changes the company is making and keep them wanting
to come to work every day. The employer must be able to understand what the
employee wants out of their career and what the need to achieve a positive
outlook on what they are doing with themselves.