HR current event exercise

The purpose of the HR current event exercise is to analyze the student’s articulation of key HR activities (CLOs/ULOs Unit 4). The project is due on Sunday of each of the following units: 4,5,6,7 and 8. The assignment is worth 20 points each week.

Directions

Each student will research a current business event and develop a 7 – 10 slide presentation (Power Point Presentation).

Again, the presentation will summarize the HR business case of a CURRENT EVENT. The current event can be from the news, the employee’s organization, or other current event. The presentation must clearly articulate how the Human Resource Management function of an organization positively contributes to organizational outcomes. The final presentation slide is required to include all references in APA format.

Due Date

This assignment is due on Sunday, 11:59pm CT.

Unit 4: Pre Term Paper. The purpose of the Pre-Term Paper is to analyze the student’s preparation for the term paper assignment. The Pre-Term Paper will develop the basic framework for the final term paper and formatting and structure of the final paper. The project is due on Sunday of Unit 4. The assignment is worth 100 points.

ULOs

All course ULOs.

Directions

Students are expected to complete an introduction paper based on the organization chosen for the final term paper. The paper will consist of an organization overview and an overview of the organization’s mission.[unique_solution]

Assignment deliverable:  A 1-3-page paper that includes the following:

1. Overview of the Organization
2. Overview of the Organization’s Mission
3. Structure and Formatting

The paper must be in APA format and include at least two (2) sources.

Unit 7: Term Paper

HR491 Human Resources Management Exercise & Sample (Due Week 8)

HR491 Human Resources Management Exercise & Sample (Due Week 8)

Directions: 

Each student will research an HR System or Subsystem (Department:  IT, Finance, etc.)  of a company or one which you currently work and present a 10 page paper following the instructions below. The 10 pages will include a title and reference page and 8 pages of written research data. Your work will then be loaded in to the Unit 8 HR Core Activities Thread as an attachment.

Please use the attached sample as guidance for this assignment.

Due Date

• Unit 8 by 11:59 p.m., Sunday, CT.

HRE EXERCISE EXAMPLE:

Human Resources Management Exercise    1

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Human Resources Management Exercise    2

ASSIGNMENT OVERVIEW:

The Human Resources Management Exercise is presented in three sections.  First, Job Description followed by the Orientation Plan and Leadership Development Guidelines.  The Job Description is a three part job description encompassing the job summary, performance dimensions and tasks, and job specifications.  The employee will learn what a Network and Computer Systems Administrator is at Amazon.  Next, the Orientation Plan is discussed. The Orientation Plan is designed to streamline the employee on-boarding process.  The employee will receive organizational culture and generic organizational briefings such as OSHA and employee benefits.  The orientation concludes with feedback and an introduction with the work center and manager.  The manger will discuss the Leadership Development Guidelines with the new employee.

Leadership Development Guidelines are the work center manager’s conduit to enhance their employee.  And also the employee’s way to focus their efforts for skill improvement today and upward mobility in the future.  The employee is responsible to provide the energy for goal accomplishment and our managers can drive that energy into activities that will get the employee

where they want to go.  The Human Resources Management Exercise begins with the Job Description.

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Human Resources Management Exercise      3

JOB DESCRIPTION:

BUSINESS UNIT: AMAZON INC., IT DEPARTMENT

JOB TITLE: NETWORK AND COMPUTER SYSTEMS ADMINISTRATOR

DATE: 3/10/19

JOB SUMMARY:

Install, configure, and support the organization’s local area network (LAN), wide area network (WAN), and internet systems or a segment of a network system.  Monitor the network to ensure network availability to all system users and may perform maintenance to support network availability.  Monitor and test web site performance to ensure web sites operate correctly and without interruption.  Assist in network modeling, analysis, planning, and coordination between network and data communications hardware and software.  Administer network security measures.  Troubleshoot existing systems and provide customer training as needed (O*NET

OnLine, 2019). Per O*NET OnLine (2019),

PERFORMANCE DIMENSIONS AND TASKS:

Administration Time Spent – 40%

– Maintain and administer computer networks and related computing environments including computer hardware, systems software, applications software, and all configurations

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Human Resources Management Exercise     4

– Perform data backups and disaster recovery operations

– Diagnose, troubleshoot, and resolve hardware, software, or other network and system problems, and replace defective components when necessary.

2. Planning Time Spent – 30%

– Plan, coordinate, and implement network security measures to protect data, software, and hardware.

– Analyze equipment performance records to determine the need for repair or replacement.

– Confer with network users about how to solve existing system problems.

3. Customer Service and Training Time Spent – 15%

– Train people in computer system use including hardware, software, internet and the Microsoft Suite of products.

–  Gather data pertaining to customer needs, and use the information to identify, predict, interpret, and evaluate system and network requirements.

4. Inventory Management Time Spent – 15%

– Maintain logs related to network functions, as well as maintenance and repair records – Coordinate with vendors and with company personnel to facilitate purchases.

– Maintain an inventory of parts for emergency repairs.

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Human Resources Management Exercise     5

JOB SPECIFICATIONS:

1. Education: Bachelor’s degree in Information Technology or related field; preferred.

Certifications required:  Security Plus & Network Plus.

Certification preferred:  Certified Information Systems Security Professional (CISSP).

2. Experience: Three years IT work experience in a related field.
3. Skills: – Understand written sentences and paragraphs in work related documents.

– Give attention to what other people are saying, taking time to understand their points, ask questions as appropriate, and not interrupting at inappropriate times.

– Communicating effectively in writing as appropriate.

– Being aware of others’ reactions and understand why they react as they do.

JOB CONTEXT:

Indoors, neat casual dress, electrical and noise hazards Driving Force of Key Skills and Personality Requirements At Amazon, we are dedicated to four themes that drive our success.

1. Day One Mentality 2. Customer Centricity 3. Focus on Human Capital  4. Self-Competition

(Dutta, 2018)

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Human Resources Management Exercise      6

The skills performed by an Amazon Network and Computer Systems Administrator should be performed with Amazon’s themes in mind.  Treat customers and colleagues with the themes in mind and you will be a successful member of Team Amazon.

ORIENTATION PLAN:

The orientation plan is important to give new employees a good first impression.  The quicker a new employee becomes comfortable the faster they become profitable.  Prior to the first day we email the new employee with logistics such as where to park and meet for orientation.  A Frequently Asked Questions summary is also provided.  Organizational culture training will be conducted by the Branch Manager to ensure understanding of Amazon’s mission statement, vision, and four themes.

Introductions:  Introductions begin by meeting the new employee at the door escorting them to the orientation room.  After organizational culture training, non-specific work center (organizational) training will begin.  Formal work center introductions occur after organizational training.

Organizational Training:  Organizational training has many policies and procedures to be briefed, understood and signed by the new employee.  This begins with general information.

– General Benefits

– Security

– Harassment

– Personal calls and internet use

– Emergencies

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Human Resources Management Exercise      7

– Confidentiality

– Performance Reviews

– Dress Code

– Breaks

– Separate briefers regarding OSHA, ADA compliance, and hours tracking and payroll

– Issue of items including building key, computer, and office supplies

This concludes the organizational orientation.  A feedback form is provided to the new employee to get feel for their orientation experience.  We are always looking to improve our processes.

Lastly, introductions are conducted at the new work center and meeting with the new immediate supervisor (Ingwersen, 2018).

LEADERSHIP DEVELOPMENT GUIDELINES:

The manager is the facilitator of the individual employee’s development plan.  The plan is focused on sharpening and developing new skills and knowledge bases.  The plan is also only going to take the employee as far as they want it to take them.  In other words the employee will get out what they put in.  The manager will schedule a monthly time and location with the employee.  Development time with the manager will be no less than one hour.  Company resources such as office space and computers may be used in professional development.  The manager should discuss past performance feedback and future position recommendations.  For new employees, managers should gauge interest in upward mobility and specific positions of interest.  Initially, goals will be developed, after which goal progress will be tracked and discussed at each development session (Rochester Institute of Technology, n.d.).

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Human Resource Management Exercise      8

-Two goals will be set at a minimum.  One will be to develop a specific skill of the current position.  The second goal will be build leadership and management skill sets for potential future positions.

– Goals will be listed in the S.M.A.R.T format.  Specific, Measurable, Attainable, Relevant and Timely.  Managers ensure this format is standardized.

– Identify activities to obtain each of the employee’s goals.  Depending upon the goal this can include any number of activities or training opportunities.  Complete computer based training courses.  Attend a seminar.  Work autonomously on a complex task.  Give a speech or lead a small team project.  These are all possible activities to grow the employee personally,

professionally, now and in the future.

– Record the developmental activities.  Identify any resources needed and set timelines for accomplishment.  If needed set small goals to take steps toward bigger goals.

– List intrinsic and extrinsic rewards for each goal.  This can be used to reference as motivation when reaching a goal is difficult.

The employee is the key to their own future.  The manager must nurture the employee.  The manager should be empathetic, provide feedback on goals but also daily performance, and set measurable standards of performance.  The employee’s ability to understand the quality of their performance and their areas for improvement will allow them to allocate the appropriate

resources toward leadership development.

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Human Resources Management Exercise      9

References

Dutta, D.K. (2018, June). In competition with oneself: A qualitative inquiry into Amazon’s entrepreneurial culture. Technology Innovation Management Review, 8 (6), 5-14.

Ingwersen, H. (2018, March 20). The ultimate new employee orientation checklist. Retrieved from https://blog.capterra.com/new-employee-orientation-checklist/O*NET OnLine. (2019, February 26).

Summary report for: Network and computer systems administrators.

Retrieved from https://www.onetonline.org/link/summary/15-

1142.00#Skills

Rochester Institute of Technology. (n.d.). Building a development plan

. Retrieved from Https://www.rit.edu/academicaffairs/facultydevelopment/sites/rit.edu.academicaffairs.fac (Links to an external site.) (Links to an external site.) ltydevelopment/files/dept_head_resource_files/building_a_development_plan_0.pdf

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