?
Is It Private and Confidential
Does good intention justify Shian Yan’s breach of Timothy’s confidence? .2-11
.Discuss
Nope, it does not. Timothy confided in her about his situation since he was upset with
his manager, as well as he regarded her as a colleague Timothy told her his problem
.because he was mad at his boss and heconsider her a friend
From an ethical standpoint, discuss Shian Yan’s divulging Timothy’s intention .2-12
.to resign at the appraisal meeting
”You Can’t Fire Me“
?What would you do now if you were Norman .2-14
Do you believe the regional HR manager handled the matter in an ethical .2-15
manner? Explain
A Degree for Meter Readers J ]
Should there be a minimum education requirement for the .4-23
meter reader job? Discuss
Yes. There should be a minimum education requirement for the meter reader job.
Even though the tasks required in meter reading are relatively simple but Judy had
been having considerable difficulty keeping the 37 meter reader position filled. It is
true that the commitment shown to obtain educational qualifications, such as a high
school diploma, may reflect the superior character work and job applicants. However
its seem such an unrealistic job qualification, to change the education requirement for
the meter reader job from a high school diploma to a college degree
?What is your opinion of Sam’s effort to upgrade the people in the organization .4-24
,In my opinion
Sam 's effort to upgrade the people is a good plan but he is going about it the
wrong way . He should have job enrichment programs set up to
?What legal ramifications, if any, should Sam have considered
The legal ramification that Sam should have considered are the blaming
differentiation that future candidate may raise, they can say that there are employees
.that doing the same job but with no college degree
Based on the information provided in this incident, what tasks would likely be included
?in the “Duties Performed” section? How would this affect the job specification section
included in the “Duties Performed” section
.Performs work tasks and activities in a safe and conscientious manner
Communicate effectively with employees, supervisors, and public and maintains
cooperative working relationships
Must be able to complete walking and/or driving routes daily in all weather
.conditions
To measure the quantity of electricity
Ability to work non-independent as work conditions
Must be fit, physical stamina and work in under pressure
Report illegalities problem of unauthorized situation These tasks would likely be
Job specification section
High School Diploma or College Degree
Relevant training certificate of meter reader
Basic meter record keeping
Strategic HR? B
Was Charmagne considering the strategic nature of HR planning when she .4-27
.challenged Brian’s “good news” forecast? Discuss
Charmagne did consider the strategic nature of human resource planning when she
challenged Brian because as per the strategic plan that all had agreed, the present
work force who do not have the necessary skill to meet Medrod's particular specific…
How did the involvement in developing the corporate strategic plan assist .4-28
?Charmagne in challenging Brian
4 steps to strategic human resources planning
1. Assess current HR capacity
1. Assess current HR capacity
The first step in the human resource planning process is to assess your current staff.
Before making any moves to hire new employees for your organization, it’s important
to understand the talent you already have at your disposal. Develop a skills inventory
for each of your current employees.
You can do this in a number of ways, such as asking employees to self-evaluate with
a questionnaire, looking over past performance reviews, or using an approach that
combines the two. Use the template below to visualize that data.
2. Forecast HR requirements
2. Forecast HR requirements
Once you have a full inventory of the resources you already have at your disposal, it’s
time to begin forecasting future needs. Will your company need to grow its human
resources in number? Will you need to stick to your current staff but improve their
productivity through efficiency or new skills training? Are there potential employees
available in the marketplace?
It is important to assess both your company’s demand for qualified employees and the
supply of those employees either within the organization or outside of it. You’ll need
to carefully manage that supply and demand.
3. Develop talent strategies
3. Develop talent strategies
After determining your company’s staffing needs by assessing your current HR
capacity and forecasting supply and demand, it’s time to begin the process of
developing and adding talent. Talent development is a crucial part of the strategic
human resources management process.
4. Review and evaluate
Once your human resource process plan has been in place for a set amount of time,
you can evaluate whether the plan has helped the company to achieve its goals in
factors like production, profit, employee retention, and employee satisfaction. If
everything is running smoothly, continue with the plan, but if there are roadblocks
along the way, you can always change up different aspects to better suit your
.company’s needs
A Matter of Priorities A
?What should Sheila have done to avoid interviews like this one .1
Shelia should have told Pete to start him on the hiring process. There is a reason there is
a hiring process in the first place. She was entirely too busy and had way too much
going on. If she would stick to the hiring process and tell Pete from now on, just start
.the hiring process, she could avoid interviews like this
.Explain why Sheila, not Pete, should make the selection decision .2
Shelia is the one who makes the final decision, and Pete should just send her the
applications, so she can choose who to call. She needs to set up an actual interview, so
.there are no interruptions at all, and the desk knows to hold on her calls
What steps in the selection process were missed, if any? What problems might occur .3
?as a result of these omissions
;I would say the steps missed would be
Pre-Employment screening, background and reference checks. - Shelia did not have his
application or anything there for she is unable to call and check the references and has
.not received the back ground check, because the applicant has not filled one out yet
A problem that might occur is the applicant can’t be hired, due to something on the
background check that prohibits him/her from working there. If the proper steps were
taking he/she could have been weeded out, and Shelia would not have had to take time
.out of her day to do the interview
!But I Didn’t Mean To
