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Analyze the obligation that corporate HR employees have to keep information confidential in such circumstances.
Provide practical recommendations for human resources managers who want to successfully function in a global company that operates in several countries (China and The United States).
What are the benefits of a new HRIS? What are the costs associated with it? Consider both tangible and non-tangible benefits and costs in your answer.
In 300 to 400 words: Describe in general the data inputs and outputs of the existing system and identify goals and objectives of the new system. • What are the current information needs?
Question 1. From what you have read, do the employment laws affecting the private sector work as they are designed to in the U.S.? Have they worked in the past? Do they need to be revised in light o
Create a plan that will help the HR department accomplish this job growth. Write a report summarizing your plans. It must include detailed information for the following: 1. The functions and challenge
Why must the recruitment planning and strategy development phases be completed to effectively develop recruitment tools? What are three recruitment sources used by organizations to search for applic
For each type of conflict that you choose, describe how a flair up/conflict might occur in a workplace. Bring in real-to-life examples. What are possible positive and negative outcomes of these conf
Job descriptions can be minimalistic, with the majority of responsibilities defined by your supervisor's category. Descriptions can also be extremely detailed, with every nuance of the job in writi
Employer claims that, since there is not and never was such a country as Acadia, employee's claim of national origin discrimination is not covered under Title VII. Do you agree? Why?
What is human resource planning (HRP)? How can various human resource functions best use HRP to support their activities?
Analyze implications of HRIS confidentiality and data security risks in terms of procedural, technical, and physical controls.
Compare and contrast the theories of Scientific Management with that of the Human Relations management approach. Do you think there is one best approach to management, or should managers adopt a var
According to Schermerhorn, the 3 major human resource management responsibilities are; attracting a quality workforce, developing a quality workforce, and maintaining a quality workforce.
Write as the CEO/Leader of a company and use this question as a guide to your writing. "How can a leader use HRM as a function that will contribute to goals of the organization?"
Suppose you are a human resource professional at a large retail store. You want to improve the company's hiring process by creating standard designs for interviews, so that every time someone is int
Question 1: What are some common ways employers discriminate in the recruitment process? Question 2: What legal claims can be brought against an employer, and what is the basis for each claim?
Identify the organization's operational gap or need for the human resource management services. Provide any relevant background information within the speaker notes.
Why is it important for HR Management to transform from being primarily administrative and operational to becoming a more strategic partner.
Prepare a brief but comprehensive plan (4-5 pages) in which you pull together and integrate the organization's recruitment, selection, and onboarding processes.
Problem: What are the limitations to an equitable and ethical international strategic HRM?
What is it like to work in this environment? How do you respond to Julie as a leader? Compare Julie as a leader with some of the descriptions of leadership styles.
Discuss the role of HR management in international strategy (with two articles: Going beyond hiring, firing and compensation and Does your HR management support your International Strategy?)
Draft a policy that identifies the top performers in your company. The CEO does not want to limit the number of candidates, but wants the top 15 percent of the company worldwide slotted for future d
How do we as HRM professionals determine the "value" (the effectiveness) of a pay strategy? From your viewpoint, what makes a pay strategy effective?