Devry MGMT410 Week 1,2,3 & 4 Discussion DQ 1& DQ2 Latest 2015 November

Devry MGMT410 Week 1 Discussion DQ 1&
DQ2 Latest 2015 November

DQ 1
Human Resources Management (HRM)—what a mouthful! Class, this
term, I will introduce you to the concepts of HRM—what it is, what it does
(typically), what it can do (optimally), and what it should do (strategically).
To start, let’s work on a few introductory questions.

What
purpose does HRM serve in an organization?
What
role does HRM serve in your organization (or your previous organization)?
What
does “strategic” HRM sound like it means, in your opinion?

DQ 2

What are the four basic HRM functions? How exactly do these
functions assist the organization in reaching its goals?

Devry MGMT410 Week 2 Discussion DQ 1&
DQ2 Latest 2015 November

DQ 1

Class, since the passage of the Civil Rights Act in 1964, more
employment legislation in the area of equal employment opportunity (EEO) has
become the law of the land. Pick one of the following acts and tell us its
major provisions.

Civil
Rights Act of 1964
Americans
with Disabilities Act (ADA)
Age
Discrimination in Employment Act (ADEA)
Pregnancy
Discrimination Act
Family
Medical Leave Act (FMLA)

Do not simply copy and paste information into your post from the
EEOC or other websites. Paraphrase and explain the following concepts about the
law: who does it protect, from what kind of behavior, and from whom? Why was
the law implemented, and do you agree with its necessity? Explain. If you or
someone you know has been sued or filed suit using one of these laws, feel free
to tell us about it if you want to do so!

DQ 2
Over the last few years, companies have begun relying
significantly on technology to assist employees in handling their day-to-day
operations. As a result, the work/home life has blurred, and people handle
personal items (e-mail, Facebook, etc.) on company computers and company work
(e-mail, texting, instant messages) on their personal devices (iPhones, Droids,
laptops, tablets, etc.)
With this blending has come serious concerns by companies about
their private company information falling into the wrong hands (customer lists,
trade secrets, etc.), and employees have concerns about their privacy being
invaded at work, by coworkers, and by their IT departments. Further, HRM
handles immense amounts of personal information on employees, including home
addresses, personnel records, pay information, SSNs, and more.
Therefore, privacy concerns comprise a two-way street. Laws have
been passed (and are being passed and considered every day) by states and
Congress to protect both parties. As an example, Illinois recently passed a law
making it illegal for potential employers to require people to give them their
social network passwords during interviews. Soon thereafter, other states
passed similar laws.
What are some other technology privacy laws that apply to workers
and employers in the United States? How do they protect employees from privacy
invasion and how to they actually allow employers to invade the privacy of
their employees? Is your personal e-mail safe at work if you use your company
computer to read it? How about your personal phone calls on the company phones?
Pick a concept and let’s get started.

Devry MGMT410 Week 3 Discussion DQ 1&
DQ2 Latest 2015 November
DQ 1

Interviewing methods are extremely
varied so this thread should be quite exciting. Please bring into this thread
your depth of information and experiences, and feel free to share the good,
bad, and ugly interviewing situations you have experienced, both as interviewer
and interviewee.
To start, here are a few questions.
Pick one or two and provide your answer, along with any experience that you may
have had. Feel free to find information online about interviewing skills,
tactics, or questions to assist you this week. Cite your sources!

What types of interviewing styles are there, and which
do you prefer using (or being used on you?)
Have you experienced a group interview? If so, explain
how that went. If not, research it and explain how you might set one up as
an HR manager.
Have you ever been part of any of these: stress
interview, STAR interview, situational interview, or panel interview? If
so, explain one of them and provide your experience, good or bad. If not,
research and provide information about how you might prepare to be
interviewed in this manner.

DQ 2

Effective recruitment and selection
help organizations gain competitive advantages. This discussion will help us
review some best practices. To start, pick one of these questions, and provide
a well-reasoned, supported response to it. Be sure to provide text, Web-based,
life experience, or scholarly source(s) to support your ideas (and cite them,
if needed). Assume that we have solid job descriptions for the positions we are
filling and now we need to find the perfect people to fill those seats.
1.
How does the size and location of your company impact how and
where you will recruit your new employees?
2.
Is it easier or harder to find good employees during times of high
unemployment? Why do you say this? (Provide examples/statistics or research to
back up your statement.)
3.
How does the wording of your want ads (and placement of those ads)
determine who applies for your job openings?
4.
How does the current make-up of your organization dictate where
you will look to fill your openings?

Devry MGMT410 Week 4 Discussion DQ 1&
DQ2 Latest 2015 November
DQ 1

Employee orientation is handled differently in each organization.
Let’s talk about this in both the theoretical perspective as well as in
practical terms. Here are a few questions to get started.

Should
companies offer formal orientation programs for all new employees, or
should they be designed and run by each individual supervisor, manager, or
department head? (Support your answer.)
Explain
some purposes for having employee orientations.
Give
an example from your own experience of the first weeks on the job, either
with or without an orientation program, and how you felt orientation
helped you settle in (or, if you didn’t have an orientation, how that
impacted your view of that job).

Pick one or two of the above to get started, and we will discuss
further throughout the week!

DQ 2

Review TCO 9 listed at the top of the page. Many of you may have
or do work for an organization in which “career development” takes on
a bit of a life of its own, and has a very invested HR department that assists
with, motivates, and encourages employee career development.
Others of you may work (or may have worked) for an
organization—where absolutely no career development occurs.
There is a dual mindset of how involved a company or HR should be
in its employees’ career development, but ultimately of course, a person needs
to take responsibility for his or her own career options.
This week, let’s focus on the multiple aspects by starting with
these questions:

How
important is career development to you?
How
much do you want your HR department to involve itself in your career
development?
How
much, as a future HR person (if you plan to be one), would you want to be
involved in your employees’ career development?

Explain your answers.

 

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