response to this paper in 500 words or about 1 page what are good points and thoughts about this paper.

ONLY RESPOND IF YOUR WILLING TO ACCEPT $3

 

Operational Human Resource Management

Ollie Wilkie

HRMT645-1702A-01

May 2 ^nd, 2017

Shameka Davenport

 

 

 

 

 

 

 

          Even though undefined, notifying employees that internet monitoring software is being  utilized should be the first thing perspective employees are made aware of before being hired. Monitoring/Restricting software

 

ensures that employees don’t visit websites that can be harmful to the company’s infrastructure, in addition, monitoring software can make sure employees are not trading or stealing company secrets.    

 

          Furthermore, I believe that it is ethically sound to monitor employee’s computer activity if it’s in the best interest of the company. For example, while working for the State of Michigan, whenever an employee logged into

 

the system, the system would capture the employee’s id number and the location that he/she was logged in from.

 

          In addition, the system was setup to block unauthorized websites which could potentially have a virus or Trojan. Any company should have a vested interest in the security of their company and the software that is being

 

utilized, which should include their employee’s online activity if it’s not job related.

 

          There should be safeguards as well as due process for any in advertently visited sites. For instance, typing in the wrong phrase or misspelling a word can lead to whole lot of unwanted attention and will almost certainly

 

trigger a virus.

 

            As far as the business implications for employees’ personal use of company assets, “Almost everything you do on your office computer can be monitored.  Such monitoring is virtually unregulated. Therefore, unless

 

company policy specifically states otherwise (and even this is not assured), your employer may listen, watch and read most of your workplace communications.  Courts often have found that when employees are using an

 

employer’s equipment, their expectation of privacy is limited” (Privacy Rights Clearinghouse, 2017).

 

With the jewelry company in this scenario, I would use internal memos to inform employees of the company’s concerns and to inform them of the computer monitoring software.

 

 

In exhibit 11.10 in your text titled “An Evaluation of Performance Appraisal Formats,” the author indicates that Management by Objectives (MBO) is not suited to merit income decisions because it is difficult to compare one workers’ success with other workers.  However MBO is given the highest rating on validity and avoiding rating errors by supervisors.   It is also given the highest rating on value for employee development.  Others argue that when the supervisor does a good job of identifying the objectives to be accomplished, and when the degree of goal accomplishment is properly recognized, there is no better system than MBO for measuring performance and awarding merit pay differentials.  They also argue that MBO is the best system for aligning the efforts of all employees or organizational units to the common purpose of successfully achieving the organization’s mission and objectives.  Review the advantages and disadvantages of the ranking, standard rating scales, behaviorally-anchored rating scales, essay and Management by Objective formats of performance appraisal.  In addition, consider the list of common errors in the appraisal process.  Deduce which one of the listed performance appraisal formats you would prefer to have used when a supervisor is evaluating your performance as an employee.  In addition, discuss which performance appraisal format you would prefer to use as a supervisor responsible for the productivity of a group of employees to evaluate your employees’ performance.  Write your initial response in 3-4 paragraphs in which you identify the format you prefer for each situation and explain why that is the one you would prefer.  By the due date assigned, post your response to the appropriate Discussion Area. Through the end of the module, review and comment on at least two peers’ responses.     Grading Criteria  Maximum Points   Quality of initial posting, including fulfillment of assignment instructions  16   Quality of responses to classmates  12   Frequency of responses to classmates  4   Reference to supporting readings and other materials  4   Language and grammar  4   Total:  40

 Critique the applicant interview seen in the video. What was said or done that could be improved upon? Be specific. 
 0:00 INTERVIEWEE: Hello, is there some kind of interview some place? 0:09 INTERVIEWER 1: Oh yeah, come on in. 0:16 INTERVIEWEE: Do I come over here? 0:20 INTERVIEWER 1: Yeah. INTERVIEWER 2: Yeah, go ahead. INTERVIEWEE: I’ve run some resumes. 0: 26 INTERVIEWER 2: We’ve already got copies of them, though. 0:28 Don’t worry about it. 0:32 INTERVIEWER 1: We’re a really busy department and don’t have much time to waste so go ahead and 0:35 tell us a little bit about yourself. 0:37 INTERVIEWEE: Okay I was born in Cleveland, Ohio, back in the 1950s, and, you know, glad 0:46 to say that I served in the National Guard and despite my learning disability I was 0:53 able to get my degree 0:54 with a little bit of help with my from a family. You know, I’ve got a 0:59 wife and three kids and they helped out some. You know, this job is really important to me. 1:06 You know, I realized after my last stint in rehab that I really needed some 1:13 help, and so I talked to my rabbi, and he helped me out a lot, you know. He’s really helping 1:17 me to see what’s important, you know. I started deer hunting a lot, you 1:22 know. Love to deer hunt. I was just a really good shot and really 1:27 enjoy that kind of stuff. 1:35 You know, I really need this job because, you know, I need the money. 1:38 My meds are really expensive, so I really need this job. 1:43 INTERVIEWER 4: Meds? What kind of meds are you on? 1: 46 INTERVIEWEE: Well several of them, you know, they’re really expensive. 1:51 INTERVIEWER 3: But, by the way…well never mind. 1:56 INTERVIEWER 1: Alright, this organization has a lot of high-energy Millennials. Who are, you know, 2:02 really fast-tracked. So, how do you feel about working with younger individuals? 2:06 INTERVIEWEE: I’m not that old. I mean, you know, I can keep up, I can carry my weight. 2:12 INTERVIEWER 3: Well, tell us just how old you are. 2:16: INTERVIEWEE: How old would I need me to be to get the job? 2:19 INTERVIEWER 2: Well, that’s not what I asked. 2:22 INTERVIEWEE: Well, you know. 2:24 INTERVIEWER 2: Well, let’s go on to the next question, okay. 2:26 INTERVIEWER 1: Alright, we want you to know that this job requires you to really relocate to our 2:31 location. So since you live in Ohio, how will your wife and family feel 2:37 about you moving down here? Will they want to move to this part of the country? 2:41 INTERVIEWEE: Well, we really haven’t discussed that. I figured I’d wait to see if I get 2:46 the job and then we’ll… we’ll talk about that when I get back. 2:54 INTERVIEWER 3: What if they don’t like the idea of moving? 3:03: INTERVIEWEE: I haven’t thought about that part. 3:06 It’ll work out though, it’ll be fine. 3:09 INTERVIEWER 1: Okay, well Mike, thank you for joining us for this interview, and we’ll 3:16 be in touch. 3:17: INTERVIEWEE: Okay. You don’t need these? 3:19 INTERVIEWER 1: Nope, we’ve got it. 3:22: INTERVIEWEE: Alright, thank you. 3:23: INTERVIEWER 3: Have a great day. 

Assume you are leading a team of consultants hired by MPBS to help develop their total compensation plan.  MPBS wants to implement a compensation plan to support their business strategy. Your team has completed the preliminary review of the organization, including discussions with management, and compiled initial information about MPBS.  That information is detailed in the team report.  MPBS views their mission statement as the driver behind the alignment of policies, purposes and objectives of all operating units in the entire organization.   Your first task is to help the human resources department create a compensation mission statement as the first step in designing their compensation plan.  You are to consider the various factors affecting mission statements and objectives and then: •Recommend a specific compensation mission statement and the specific objectives of the MPBS compensation system that aligns the compensation plan to the company’s mission and strategy.  Provide a rationale to support your mission statement and objectives.  Your second task is to overcome the past reluctance of top management at MPBS to have anyone put much effort into administrative detail.  They have generally opted for a quick and easy approach to policy and practice.  You should plan to educate the top management group regarding the need for more sophisticated and detailed approaches to compensation.  To do so, you must include answers to the following questions that were posed by the new HR manager.  Justify your responses using scholarly sources. •What are the relevant markets that each of MPBS’s major occupational groups should be compared to? •Should MPBS lead, match, or follow competitors? Why? •How will decisions on external competitiveness help MPBS align compensation policies with mission and strategy? •Why is it important and is it worth the effort and cost for MPBS to bother with specifying pay grades and pay ranges? •If pay grades are used, is it better to have few or more grades?   •How should the ranges vary by job type and level? •How much overlap should be built into the grade ranges? •In what ways might the plan MPBS develops and the related compensation policies impact job performance?  To complete this assignment, write a 5–7 page report in Word format and provide rationale and scholarly support.   Apply APA standards for writing style to your work.  By the due date assigned, deliver your assignment to the Submissions Area.     Assignment 2 Grading Criteria   Maximum Points   Developed compensation mission statement and objectives that aligns the compensation plan to the company’s mission and strategy  20   Determined the relevant markets for each major occupational group.  16   Rationalized whether MPBS should lead, match, or follow competitors and why.  16   Examined how decisions on external competitiveness will help MPBS align compensation policies with mission and strategy.  16   Explained why it is important and worth the effort and cost to specify pay grades and pay ranges.  20   Determined whether it is better to have few or more pay grades.  16   Assessed how the ranges should vary by job type and level.  16   Explained how much overlap should be built into the grade ranges.  16   Evaluated the ways in which the plan and related compensation policies might impact job performance.  20   Written Components: Organization (12) Usage and mechanics (12) APA elements (16)  Style (4)  44   Total:  200    Attachments           Submissions

Review the following scenario, and then discuss it in terms of both functional and dysfunctional conflict within an organization.
 

Last year, an organization established a company policy requiring that all employees smile and make eye contact with customers. Since then, employee grievances have continued to escalate. In the last month alone, 10 employees from three different stores have filed grievances. Most of them list customer harassment as a major issue: The customers assume that the employee is flirting with them because the customers are misreading the social cues. Additionally, one employee who had recently suffered the loss of her spouse complained about being reprimanded by a supervisor because she was not smiling at customers “with sufficient enthusiasm.”
 

The organization wants to maintain an image as a friendly place to shop that cares about its customers, but the organization also wants to be a place where employees can work in a safe environment.
 

Explain which communication technique (or techniques) you think would be most helpful in creating a solution, and explain why you believe the technique (or techniques) will help. 

PLEASE EXPLAIN WHETHER YOU AGREE WITH MY CLASSMATE RESPONSE TO THE ABOVE QUESTION AND WHY? (A MININUM OF 125 WORDS)

                                                    

                                                CLASSMATE’S RESPONSE

There are multiple communication techniques that would be helpful in this scenario. The first one they should initiate is problem-solving. In problem-solving they can have an open discussion about creating a friendly environment without sending mixed emotions to customers or forcing employees to do things they maybe uncomfortable with.  Another technique they can use is active listening. They can listen to both employee grievances and customer problems then offer a solution that helps both sides. Another technique that can help in this situation is negotiation. This technique is helpful for both sides because it allows for them to compromise. The company could find an agreement that enables them to create the friendly atmosphere they want while providing the employees with tools and techniques to create a positive friendly atmosphere for customers.