QUESTIONS to maintain the level like before, so the

QUESTIONS 1 : What are
the issues that Dr. Bill Watt faces now that he is the athletic director?

There are 4 issues that Dr. Bill Watt
faces now that he is the athletic director. The first issues is the men’s and
women’s basketball teams are moving down from Division 2 to Division 3next
season, This mean the basketball team’s overall strength  is already decline. Secondly, there are not
sufficient experience by each part department that currently employs of 36  people, including administrative staff,
faculty, coaches and athletic trainers.

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This is because mostly of them are not
employs by the university for more than 2 years. Next, The budget and finance
manager of the department was leaving for another job, so Dr. Bill Watt need to
find some persons with rich practical experience in budget and finance to join
him. Besides budget and finance department, there also currently another job
opening that must be filled.

Lastly, as we can see the morale in the
athletic department was extremely low and
it will result in the previous AD will be unsuccessful in his
attempts to turn things around during his 3 years tenure.

 

QUESTION
2 : If you were in his position, what steps would you take to handle the
situation that he is facing currently?

If i am in Dr. Bill Watt’s
position, I will trying to keep the men’s and women’s basketball teams levels
on Division 2, and prevent their levels being deteriorate to Division 3. In
order to maintain the level like before, so the quality of the practices and
training should be improved through intense and fun training.

Firstly, as a manager,
the advice I can give to is learning progress through play games and practice,
my athletes will be more fun when playing in games and sports. They will be
more fun and growing up through outdoor training rather than intense. As a
sport manager, it is important to training through “compete to learn” practice
approach.

Many large
scale organization have the orientation and training program for their newly
staff. Once employees has been selected by human resource management team, will
be prepared for their job. Orientation and training has come in.

The orientation has been
defined as providing a basic and foundation information about the company and
the employer for the staff. How can the training programs being important for
the employee? There are lot of benefits for the staffs that haven’t understand
and adapt the company.

Training programs has known as
an important aspect and element for entire company’ staffs for developing a
highly potential, and commitment workforce to produce a socializing lifestyle
in company.

By the programs, a company can
save the employers money by providing large returns for the company. This can
invests money by training their employees and for our company can enjoying
share the dividend. (Cliffs Notes , 2016)

As the
important things to, the human resource department of my company should the
role and responsibility to recruiting people. They have to use as many as
different channels to spread propaganda to source for potential hires for
position that need to. (Melanie Berkowitz, 2017)

They can spread the good news
about hiring through social media like Facebook, LinkedIn, Referrals, Job
Street of all the channels can you to hire employees. (Kolar, 2015)

About the
morale of the athletic department, I will modify the practice and training as I
will decrease the difficulties and boredom of the training program.
Team-building evens plays an important role for being maintain a good
relationship between employer and employees. For example, a city scavenger hunt
by achieving certain goals and win the prize, or matches.

Secondly, the employer can
train employees by develop positive attitudes. Employee morale in some
organization always a big trouble and issue for employer. The company’s
training team would have to decide a method to boost the employee’s morale by
setting up the classes for all employees to discuss and watch a documentary
videos with very inspiring themes to recognize their culture with sports.

QUESTIONS
3 : List three external and internal factors that influence employee
recruitment strategies.

Nowadays, we can see vacancy on either newspaper, online news and so on.
It is important for an organization to have recruitment, and it is important
also. But, the recruitment process of an organization will be governed and
affected by different internal and external factors.

Internal
factors or forces are the factors can be controlled by organization. By the way
external factors are controlled by outsider or government.

External
Factors

Supply
And Demand

The availability (or as known as the
supply) of manpower both within the inside and outside of the organization is a
very component to determine the process of recruitment.

An extraordinary recruiting skills and
procedures may be needed to use if the demand of a specific skills for employer
is highly relative to supply.

Labor
Market

In terms of marketing,
the labor market also known as supply and demand for labor, which the employees
provide supply and employers provide demand. It is connectively related to capital,
goods and services.

This labor and market
conditions in the local area plays an important role in recruiting for
positions including non-managerial, middle-management and supervisory. However,
for executive and professional positions are mostly concerned, and the all
market’s conditions are important in this conditions.

Image / Goodwill

As a citizen, we might know that lots of
company and organization that have a good image and goodwill for recruiting us.
Image of employer has been work as recruitment’s potential constraint.

For a company with positive goodwill and
image will be easier to retain and attract different employees than negative
image company. The images of an organization determine the recruitment process
in their industry by a severe way.

Internal
factors

Recruitment Policy

The recruitment policy of
an organization has been specifies the objectives of recruitment and provides a
framework or mainframe for the implementation of an organizations’ recruitment
programed.

It might involve the
organizational system that have to be developed for implementing and conducting
the programed that consist recruitment and the procedure by using the filling
up the vacancies technique with the best qualified and talents people or
staffs.

Size of the Organization

As we know that the scale of an
organization or a company will affecting the recruitment process. Firstly,
people will vacancy for the big size company like Samsung and Apple. The more
resources of a business or an organization will affect the recruitment planning
of them. Hiring more resources, will be handing future operations better.

Cost of Recruiting (moustafa-el-hadidi, 2015)

The other internal factor that is
affecting recruitment process is cost. How it affects the recruitment process?
Recruiting costs are used to calculate per new hire and their figure plays an
important role for considerate nowadays. For recruiter, they must operate
within budget to prevent deficit.

The best solution to solve is using
practices. The proactive personnel might reduce turnover of the employee that
can minimizing recruiting needs. It can also evaluating the quantity, quality
and the costs for organization to recruit staffs and ensure efficiency and
cost-effective.

 

QUESTION
4 : Identify the strategic role that human resources play in organizations
today.            

The
human resources management team suggests to the management team how to
strategically manage people as business resources. This includes managing
recruiting and hiring employees, coordinating employee benefits and suggesting
employee training and development strategies. In this way, HR professionals are
consultants, not workers in an isolated business function; they advise managers
on many issues related to employees and how they help the organization achieve
its goals.

Working Together

At
all levels of the organization, managers and HR professionals work together to
develop employees’ skills. For example, HR professionals advise managers and
supervisors how to assign employees to different roles in the organization,
thereby helping the organization adapt successfully to its environment. In a
flexible organization, employees are shifted around to different business
functions based on business priorities and employee preferences.

 

Commitment Building

HR
professionals also suggest strategies for increasing employee commitment to the
organization. This begins with using the recruiting process or matching
employees with the right positions according to their qualifications. Once
hired, employees must be committed to their jobs and feel challenged throughout
the year by their manager.

Building Capacity

An
HRM team helps a business develop a competitive advantage, which involves
building the capacity of the company so it can offer a unique set of goods or
services to its customers. To build the an effective human resources, private
companies compete with each other in a “war for talent.” It’s not
just about hiring talent; this game is about keeping people and helping them
grow and stay committed over the long term.

Selection and Staffing

 When goals are set, it’s people who work to
fulfill those goals. Having the right people in the right places is vital, and
if new hiring is to occur, finding the right people is equally vital. HR folks
are usually on top of the employee market, and decisions will be more effective
if HR knows firsthand the clear direction of the company. They can immediately
speak to any potential conflicts between what a company wants and what is truly
realistic in HR terms, thus helping ensure the plans are workable right from
the start.

Training &
Development

Research
shows that only 20% of the workforce has the skills that will be required ten
years from now. That means training and development are guaranteed to be needed
at some point of the strategic growth process. Again, HRD folks will be able to
speak instantly to any issues, and possibly provide input that could help a
company achieve its goals faster. (Biance, 2007)

 

QUESTIONS 5 : Describe
the two essential components of effective compensation strategies.

1. The
higher authority have to be understand of workers and be more transparent.
Compensation is not something that can be understand easily, there will surely
be misunderstanding between of it. Higher authority can reduce the error of
confusion by giving assist for employees comprehend how compensation decisions
are made based on individual performance, budget, and performance of the
organizations as a whole in the market. Provide opportunity for managers to
have their own talking points, tools and training in order that they can help
employees understand how their own performance could impacts their compensation
and what is essentials to be done to achieve higher level within the organizations.
Try to be more open with ideas to employees which they could feel more
importance in decisions making and provide the opportunity to be creative with
more ideas.

2. Be
an integral part of the overall talent management plan. This
compensation strategy impacts retention, recruitment and secession planning as
well as moth-to-month performance and motivation. Pay-for-performance plans
have found to significantly influence top performers in their decisions to join
or leave the organizations. Talent management also refers to those individuals
who can make a difference to organizational performance either through their
immediate contribution or, in the long-term, by demonstrating the highest
levels of potentials. Ultimately it exist in order that organizations can be
more effectively address their goals and business needs in order for improve
business performance in the long run. A talent management plan will enable your
business strategy through your people. 

 

QUESTION 6 : How can an
organization minimize the legal risks associated with employee selection.

1. Communicate your
health and safety policy to staff. Every business is required to have one, and if you employ
more than five staff, it must be in writing and available for employees to
read. This might be by including it in induction packs, staff handbooks or
posting it on a notice board.

2. Assess the risks. All businesses
are obliged to carry out a health and safety risk assessment. Consider all the
potential hazards in your workplace? For example, are employees required to
carry heavy items or work from height? Or is there any chance that customers
could trip or hurt themselves on your premises? Keep a written record of your
risk assessment and any steps you take to reduce the chance of accidents.

3. Deal with any
hazards promptly. According to the
HSE, slips and falls account for more than a third of all workplace accidents –
mainly caused by preventable dangers like slippery floor surfaces, trailing
cables and poor lighting. Reducing risk is usually straightforward, so act
quickly to mop up spillages, repair broken steps and encourage staff to report
maintenance faults straightaway.

4. Invite feedback from
staff on safety improvements. Create a safer
workplace by consulting with staff on risk management, inviting feedback on
safety issues and encouraging your team to flag up workplace hazards.

5. Display safety
information clearly. Make sure you stay
within the law by clearly displaying safety signs for staff and customers – for
example, directions to emergency exits, warnings about moving industrial
vehicles or providing information on the location of first-aid equipment.

6. Maintain comfort and
cleanliness. Aside from
providing basics such as clean working toilets, adequate lighting and drinking
water, you must also provide appropriate tools. Try to provide the most
ergonomic layout to reduce the chance of injuries such as repetitive strain
injury (RSI). Buying cheap chairs and desks is a false economy if half your employees
end up with back problems.

7. Provide first-aid
supplies. The minimum businesses are required to
provide is a suitably stocked first-aid box, a person appointed to take charge
of first-aid management and information for staff on first-aid arrangements.
Ideally, you should arrange emergency first-aid training for the appointed
person in cardiopulmonary resuscitation (CPR), and helping someone who is
unconscious or bleeding.

8. Meet fire safety
standards. You are obliged to carry out regular fire
safety risk assessments and maintain a fire management plan that identifies
possible hazards. Typical workplace breaches can include blocking fire exits,
propping open fire doors and failing to train staff in evacuation procedures.

9. Learn from any
mistakes. If someone is injured, however slight,
take steps to ensure it cannot happen again. The law insists you keep a record
of all accidents or illnesses that happen to your employees during working
hours – this can be a simple record book or a computerized log.

10. Keep safety
procedures updated. Don’t forget to
review your policies at least once a year or more often if you are expanding
fast. Keep up to date with legislation – remember it’s your job to stay within
the law. (ICAEW, 2010)

QUESTION 7 : Describe the
three benefits of human resource development in an organization.

1.     
HRM
helps in Hiring and Training the Workforce

Manpower
planning is one of the most important responsibility of the
HR department. HR managers devise
hiring strategies for bringing in the right kind of people in their
organization. They prepare their Job Descriptions which
is best suited for the role in the company. After hiring they also plan for the
employee’s induction with a well laid out training and development plans for
them.

2.      HRM takes care of the Performance Management System

HR
is responsible for keeping people feel motivated for their work. First comes
the task of defining an individual’s role. Thereby an effective feedback
mechanism from time to time helps the employees to improve their skills. This
helps in alignment of the organizational objectives with their own personal
goals. An effective PMS helps in recognition and rewarding people’s performance.

3.     
HR
helps in building culture and values in the organization

Performance
of an individual is dependent on the work atmosphere or culture that prevails
in an organization. Creating a good conducive working environment is expected
from the HR department. A safe and clean work culture helps in bringing the
best of an employee and creates a higher job satisfaction.

4.     
Conflict
Management is also an important responsibility of HR

There
can be many occasions where there is a disagreement between the employee and
the employer. You cannot avoid conflicts from happening. But you can surely try
and manage them. Here comes the role of the human
resource department in acting as a counsellor and a mediator
to sort the issues in an effective manner. The HR takes timely action so that
thing does not go out of hands.

5.     
HR
is responsible for developing good relations

Establishing
cordial relations lies with the HR to a great extent. They are responsible for
holding meetings, seminars and all official gatherings on behalf of the
management. Apart from core HR role, if required, the department also lends a
helping hand in drafting business and marketing plans for the company. (Bhagria, 2014)

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