Human Resources Management Essay

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Pages: 25
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Chapter 1
“Human Resource Management in Organizations”
1. Discuss several areas in which HR can affect organizational culture positively or negatively.
2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.
3. Why is it important for HR management to transform from being primarily administrative and operational to becoming a more strategic contributor?
4. Assume you are an HR director with a staff of seven people. A departmental objective is for all staff members to become professionally certified within a year. Using Internet resources of HR associations such as www.shrm.org and www.WorldatWork.org, develop a table that identifies four to six certifications …show more content…
HR can also ease the tension of employees by holding meetings and keeping every one abreast of the changes as they occur.
Sometimes HR cannot divulge any information during mergers and acquisitions, it is there responsibility in this case to make sure that all information is kept confidential.
3. Employers feel that although there is a windfall of applicants that come in there is a shortage of the workers with the skills and the willingness to perform. Employers can find the best candidates that fit the job description needed and someone who is willing to learn in other areas as well. If layoffs are necessary I would suggest finding the employees who give the most to the job and are willing to take on more responsibility without wearing them thin. Those that are most dedicated and do the job with little or no supervision are the ones you would want to keep to help the organization thrive through tough times.
4. The HR Competency Survey is an instrument which allows a company to measure the critical competencies of its HR professionals. Individual professionals perform self-assessments, and assessments are also provided by the professional's key clients. The survey instrument measures participants on the dimensions of business knowledge, personal credibility, HR functional capabilities, management of change, and culture management. This helps to find out whether or not a common core of competencies exists for human
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