Human Resources

Topics: Affirmative action, Employment, Human resource management Pages: 8 (3743 words) Published: June 11, 2014
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Final Exam – Human Resource Management
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Information: This exam is comprised of five essay questions (20 points each) that coincide with the five course learning outcomes and one BONUS question (10 points). The maximum possible score is 110 points. Name the file by replacing “Lname” with your last name and upload completed exam in your Webtycho assignment folder by the deadline.

ESSAY QUESTION INSTRUCTIONS: Answer each essay question as completely as possible; be comprehensive and discuss all relevant and related aspects to answer the question thoroughly. Type your response in the grey text box provided (just click on the grey box and begin typing). NOTE: Size of the grey text box does not represent size of expected response; the box will expand as you type. The box is intentionally formatted for single spaced responses. Make sure responses are commensurate with point values, 20 point responses range from 1-2 pages and 10 point responses range from .25 to .5 of a page.

1.  Describe specific methods, processes, or tools HR Professionals may use to produce a working environment that is safe, fair, compliant with applicable regulations, and where all employees are motivated and valued. Several specific methods are available to ensure that HR professionals create a productive, safe, fair, and compliant working environment. By properly training and developing employees, employers can increase productivity, reduce turnover, decrease need for supervision, increase adaptability, increase job safety, increase morale and improve risk management. Training covers several main categories including: Required and Regular Training, Interpersonal/Problem-Solving, Job and Technical, and Developmental and Career. By assessing training needs, analyzing necessary training requirements, establishing training priorities and objectives, and properly delivering training; HR professionals can specifically develop training programs that are beneficial to both employee and employer. Periodically evaluating training results through cost-benefit analysis and return-on-investment analysis provides HR professionals with invaluable information in continuing, modifying, or eliminating specific training. Also, by conducting periodic feedbacks and appraisals, employees can be informed of their strengths, weaknesses, and areas of improvement. Performance appraisals can serve several purposes: to establish compensation guidelines, give feedback, properly identify personnel for promotion, make employees feel valued, and to track strengths and weaknesses. Furthermore, “Employee performance evaluation provides legal, ethical, and visible evidence that employees were actively involved in understanding the requirements of their jobs and their performance” (Humanresources, 2014). By providing a fair, uniform, unbiased appraisal system that incorporates 360-degree feedback organizations can ensure that their employees are well informed of their current performance standing. Adherence to local, state, and federal equal employment opportunity laws and statutes ensures that organizations are protected from unlawful discrimination penalties and lawsuits. Abiding by Civil Rights Act of 1964, Title VII and Civil Rights Act of 1991 guidelines makes sure that organizations are employing fair equal employment opportunity practices. Following equal employment opportunity guidelines establishes that individuals will have the ability to be hired, compete, and receive promotion regardless of race, age, national origin, religion, color, sexual orientation, or disability. Applying an equal employment opportunity management plan helps develop policies and procedures, embrace diversity, and practice fair treatment. Additionally, adopting and applying an Affirmative Action Plan using outreach programs and targeted recruiting can help an organization embrace diversity and increase opportunities....

References: 1. Mathis, R. L., Jackson, J. H., & Valentine. (2014). Human resource management (14th ed.). Stamford: Cengage.
2. Office of Federal Contract Compliance Programs. (n.d.). GPO.gov. Retrieved April 29, 2014, from http://www.gpo.gov/fdsys/pkg/CFR-1999-title41-vol1/pdf/CFR-1999-title41-vol1-sec60-2-10.pdf
3. Why Organizations Do Employee Performance Evaluation. (2014). About.com Human Resources. Retrieved April 27, 2014, from http://humanresources.about.com/od/perf
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