{"id":47754,"date":"2022-04-01T22:22:59","date_gmt":"2022-04-01T22:22:59","guid":{"rendered":"https:\/\/assignmenttutors.net\/blog\/i-need-help-with-this-assignment-from-hrm-498t-strategic-human-hrm498-strategic-human-resource-management-and-emerging-issues-university-of-phoenix\/"},"modified":"2022-04-01T22:22:59","modified_gmt":"2022-04-01T22:22:59","slug":"i-need-help-with-this-assignment-from-hrm-498t-strategic-human-hrm498-strategic-human-resource-management-and-emerging-issues-university-of-phoenix","status":"publish","type":"post","link":"https:\/\/assignmenttutors.net\/blog\/i-need-help-with-this-assignment-from-hrm-498t-strategic-human-hrm498-strategic-human-resource-management-and-emerging-issues-university-of-phoenix\/","title":{"rendered":"I need help with this assignment from hrm\/498t strategic human | HRM498 Strategic Human Resource Management And Emerging Issues | University of Phoenix"},"content":{"rendered":"<div>\n<p>\u00a01. E-Tronics is a well-established, publicly traded \u00a0manufacturing company that has been in business for over 50 years. \u00a0E-Tronics is reviewing a potential acquisition of a manufacturing plant \u00a0of 120 employees in India. This would be E-Tronics\u2019 first time having a \u00a0physical operation in India. As part of the review of labor, the Chief \u00a0Human Resources Officer (CHRO) recommends an environmental scan as part \u00a0of the long-term planning for the operation. Why is this the best \u00a0approach to recommend? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0\u00a0Environmental scanning allows the company to evaluate what \u00a0environmental, health, and safety protocols need to be implemented at \u00a0the new plant.<\/li>\n<li>\u00a0\u00a0Environmental scanning allows the company to review both the domestic \u00a0laws and foreign laws of the new country to understand what changes need \u00a0to be made to the employee handbook.<\/li>\n<li>\u00a0\u00a0Environmental scanning allows the company to assess the tax advantages \u00a0of the new business to see how favorable the stock will respond as part \u00a0of this new acquisition.<\/li>\n<li>\u00a0\u00a0Environmental scanning allows the company to examine both the \u00a0demographic and social factors of the labor force to understand how the \u00a0future of employment looks.<\/li>\n<\/ul>\n<p>2. A new Operations Manager at E-Tronics would like to get a \u00a0head start on recruiting for an upcoming role that will have key \u00a0oversight of the new assembly line. He already has one person in mind \u00a0that he feels will be perfect for the role based on his past experience. \u00a0As the HR Manager asks more about the candidate, she learns that both \u00a0the Operations Manager and the candidate went to college together and \u00a0have been best friends since college. She also learns that they have \u00a0never worked together before. What is the appropriate guidance the HR \u00a0Manager should consider? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0\u00a0Research indicates that people are more likely to quit because of a \u00a0manager than because of any other variable. Considering the candidate \u00a0and hiring manager already have a good relationship, this candidate \u00a0already has a great chance of success and should be allowed to continue \u00a0on in the process.<\/li>\n<li>\u00a0\u00a0The HR Manager is responsible for all recruitment initiatives and \u00a0should step in and take the place of the hiring manager. The Operations \u00a0Manager is already too biased to make the appropriate decision.<\/li>\n<li>\u00a0\u00a0In order for an organization to meet its long-term goals, it must have \u00a0the proper mix of employees with the right knowledge, skills, and \u00a0abilities. The HR Manager should stress this importance while looking \u00a0closely at all candidates.<\/li>\n<li>\u00a0\u00a0If the candidate is selected, the HR manager keep a close eye on the \u00a0relationship as the candidate progresses through onboarding and \u00a0orientation. If feedback is provided down the road that things aren\u2019t \u00a0working, the HR Manager will have all the documentation needed.<\/li>\n<\/ul>\n<p>3. E-Tronics is pursuing the India plant acquisition and is \u00a0working with current plant management to review all operational details. \u00a0As part of the process, the plant management that is being acquired is \u00a0asking for solutions for a way to track all employee data and \u00a0transactions. What recommendations should the new HR department make? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0\u00a0The HR department should recommend a new HRIS that is built for \u00a0businesses that have between 50\u2013250 employees. As the site has 120 \u00a0employees, this will fit perfectly for the plant.<\/li>\n<li>\u00a0\u00a0The HR department should leverage the currently existing HRIS platform, \u00a0which has the scalability to provide specific features for a plant as \u00a0little as 120.<\/li>\n<li>\u00a0\u00a0The HR department should recommend a partnership with the IT department \u00a0to build from scratch a homegrown system that fits the criteria of the \u00a0current environment. This allows for a unique cross-functional project \u00a0and will highlight how the parent company can work with the newly \u00a0acquired plant.<\/li>\n<li>\u00a0\u00a0The HR department should allow plant management to keep personal \u00a0records and notes and postpone the solution 1\u20132 years until the \u00a0post-integration phase is completed.<\/li>\n<\/ul>\n<p>4. The Global Vice President of Operations prefers to keep a \u00a0close eye on things and ultimately have his hand in all processes. He \u00a0has asked not only to have visibility into all HRIS transactions for the \u00a0company but that he has approvals on every transaction as well. The \u00a0complexity of this request is quite high. How should the HRIS team \u00a0handle the situation? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0\u00a0The team should caution the leader on the time waste it may be for him \u00a0but provide an alternative option in which access is given to his \u00a0executive assistant. The leader can then receive updates on what \u00a0transactions are taking place with the filtering done by the assistant.<\/li>\n<li>\u00a0\u00a0The team should provide the leader with visibility and approval chain \u00a0access because the company believes in honesty and transparency. The \u00a0leader is one of the main advocates of this value statement.<\/li>\n<li>\u00a0\u00a0The team should advise the leader who should have access and in what \u00a0transactions having visibility and approvals make sense. HR can help \u00a0minimize stress for business leaders, not make it worse.<\/li>\n<li>\u00a0\u00a0The team should provide an alternative option of having daily reports \u00a0sent to the leader with the data aggregated and summarized because HRIS \u00a0systems enable countless transactions to be processed on a daily basis. \u00a0This will be the most efficient use of the leader\u2019s time.<\/li>\n<\/ul>\n<p>5. The Assembly Manager, who has been with the company for \u00a0only three months, previously came from a small specialty fabrication \u00a0shop of 20 people. He has commented on doing the upcoming fiscal year\u2019s \u00a0strategic planning for his department on his own because that was the \u00a0process he was used to at his previous company. What are the risks of \u00a0this business leader conducting this review without the HR department\u2019s \u00a0influence? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0\u00a0The process doesn\u2019t actually need HR advice at the department level. HR \u00a0provides the best value when looking at entire businesses, not \u00a0departments.<\/li>\n<li>\u00a0\u00a0The process would lack the strategic value provided by HR professionals \u00a0in understanding the employment landscape, walking business leaders \u00a0through human capital forecasting, and executing the day-to-day staffing \u00a0requirements.<\/li>\n<li>\u00a0The process would lack the legal knowledge required to ensure the Assembly department doesn\u2019t break employment laws.<\/li>\n<li>\u00a0\u00a0The process would miss out on accurate employee engagement activities \u00a0such as parties and community service days, which need to be built into \u00a0the plan for next year. \u00a0\u00a0<\/li>\n<\/ul>\n<p>6. At a recent roundtable discussion, the HR Manager heard \u00a0several employees talk about their goals for internal promotions, \u00a0further professional development, and the desire to reach higher career \u00a0milestones. As the HR Manager goes through this feedback, what is the \u00a0best action she can recommend? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0\u00a0She can begin processing their transfers to the roles they have \u00a0identified and ensure each employee knows that E-Tronics takes action \u00a0when employees speak.<\/li>\n<li>\u00a0\u00a0She can ask the respective managers to follow up with each employee and \u00a0ensure that they work out a plan. Managers are in the best position to \u00a0help their employees with career goals.<\/li>\n<li>\u00a0\u00a0She can write up an individual development plan (IDP) for each employee \u00a0and provide it to them so that they can begin their path to the next \u00a0opportunity.<\/li>\n<li>\u00a0\u00a0She can analyze succession planning as part of a short-range plan to \u00a0see how many of these employees are ready for the next role up, need \u00a0further development, or still need more time to develop in their current \u00a0role. \u00a0\u00a0\u00a0<\/li>\n<\/ul>\n<p>7. E-Tronics is now in place in the India plant. During the \u00a0job analysis discussion, the Plant Manager recommended to the interim HR \u00a0Manager that each person be evaluated in their roles because each of \u00a0their tasks and skills is very different. The Plant Manager feels this \u00a0will have a personal touch for each employee, which is important. What \u00a0is important to consider as the interim HR Manager determines how best \u00a0to support this process? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0\u00a0Cultural trends at the plant have indicated Indian culture thrives on \u00a0individuality. It is important for company processes to honor this and \u00a0therefore have specific job levels and roles for each individual.<\/li>\n<li>\u00a0\u00a0Appropriate categorization requires a thorough review of all jobs \u00a0throughout the company worldwide. The interim HR Manager needs to work \u00a0with the Global HR leadership team to review all profiles.<\/li>\n<li>\u00a0\u00a0Appropriate categorization requires looking at broader job levels, \u00a0rather than individual people and consequently assigning a role to \u00a0several people within a job level.<\/li>\n<li>\u00a0\u00a0In order to save time on the process, the HR Manager can have other \u00a0team leads and managers help out by asking each of their team members \u00a0for these job details. They can then summarize and send this data to the \u00a0HR Manager for record keeping. \u00a0\u00a0\u00a0<\/li>\n<\/ul>\n<p>8. As part of the process for understanding the current \u00a0profile of employees, the HR Manager develops a questionnaire for each \u00a0employee to fill out. The survey asks an array of questions, including \u00a0items such as language skills, educational background, job history, and \u00a0personal interests and hobbies. Some concerns have been brought up by \u00a0employees indicating that they don\u2019t want to share anything personal \u00a0because they don\u2019t fully understand how the information will be used. \u00a0How can the HR Manager best respond to concerns of this nature? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0\u00a0The HR manager can communicate that because the company wants to \u00a0attract and retain the best employees, it needs to understand the \u00a0current group of employees to know what profiles to hire in the future.<\/li>\n<li>\u00a0\u00a0The HR manager can show how a skills inventory is actually a great tool \u00a0for employees so they can evaluate on a peer-to-peer basis what \u00a0everyone else is doing and how effective they are in their roles.<\/li>\n<li>\u00a0\u00a0The HR manager can communicate openly that a skills inventory is \u00a0intended to provide the company a clear snapshot of which employees are \u00a0performing well, and which ones are not. While intrusive, it will help \u00a0the company succeed in the long run.<\/li>\n<li>\u00a0\u00a0The HR manager can describe how a skills inventory allows the company \u00a0to understand the knowledge and skills of everyone to help facilitate \u00a0greater development for each person. It may also highlight untapped \u00a0potential in employees that haven\u2019t been identified. \u00a0\u00a0\u00a0<\/li>\n<\/ul>\n<p>9. As part of the manufacturing site\u2019s Annual Operating Plan \u00a0(AOP), the business announces a new venture with a sister plant that \u00a0will bring in approximately 25% more raw materials with the specific \u00a0task of machining the material in the plant. The senior leadership team \u00a0is reviewing production and machine capacity over the course of three \u00a0years as part of increased demand. How can the HR Director best support \u00a0this new business initiative? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0\u00a0The HR Director can rely on the operation line managers to understand \u00a0unit demand and what capacity the current machines have. This \u00a0information is then correlated with human capital and a plan is put in \u00a0place.<\/li>\n<li>\u00a0The HR Director can hire 25% more temporary workers. This is shorter term work and the demand will only last three years.<\/li>\n<li>\u00a0\u00a0The HR Director can hire 25% more employees in response to the increase \u00a0in raw materials. The increase in production needs to have a 1:1 ratio \u00a0of human capital.<\/li>\n<li>\u00a0\u00a0The HR Director can leverage human capital at the sister plant to \u00a0ensure this increase in production hits the daily targets. One of the \u00a0most effective ways to make a process efficient is to leverage shared \u00a0human capital. \u00a0\u00a0<\/li>\n<\/ul>\n<p>10. One of the core HR strengths at E-Tronics is the ability to \u00a0utilize HR analytics and apply them to operational scenarios. One of \u00a0the most frequent requests is for help in forecasting employment needs. \u00a0Why is work-load analysis the most accurate way of forecasting \u00a0employment needs? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0Work-load analysis utilizes key information such as actual work content and productivity ratios.<\/li>\n<li>\u00a0Work-load analysis utilizes key information such as probabilistic forecasting and past movement.<\/li>\n<li>\u00a0Work-load analysis utilizes key information such as statistical relationships amongst employment related data.<\/li>\n<li>\u00a0Work-load analysis utilizes key information such as quantitative relationships between critical variables.<\/li>\n<\/ul>\n<p>11. The newly appointed plant HR Manager officially starts in \u00a0India. Her first objective is to complete a thorough HR audit and review \u00a0details at the site-specific level. While many details are missing, her \u00a0review reveals that historical turnover trends show over 80% of \u00a0turnover was caused by involuntary separation. How should the HR Manager \u00a0proceed? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0\u00a0The HR Manager should review the selection procedures as well as \u00a0specific knowledge and skills currently held by management to evaluate \u00a0if better training and supervision is required.<\/li>\n<li>\u00a0\u00a0The HR Manager should contact all former employees who left within the \u00a0last 12 months and conduct an exit interview. This will help her best \u00a0understand the actual reasons for their exit.<\/li>\n<li>\u00a0\u00a0The HR Manager should prepare a site-wide presentation reviewing \u00a0company benefits and really encourage the new site to consider what \u00a0great benefits are offered to them if they remain employed with \u00a0E-Tronics.<\/li>\n<li>\u00a0\u00a0The HR Manager should contact local competitors for a market analysis \u00a0and determine if 80% involuntary turnover is common in the local market.<\/li>\n<\/ul>\n<p>12. In E-Tronics\u2019 competitive business landscape, business \u00a0leaders expect innovative, strategic guidance by knowledgeable experts. \u00a0The Plant Manager in Michigan has requested that either the HR Manager \u00a0(whom he trusts deeply) or an outside analyst he knows as an expert \u00a0provide guidance on the operation\u2019s long-term staffing plan. Why is this \u00a0approach one of the least effective for planning? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0Experts rely too much on subjective and anecdotal experiences that don\u2019t provide the most clear guidance.<\/li>\n<li>\u00a0\u00a0Expert consulting fees are so high that it takes years to break-even \u00a0after receiving consultation services and actually forecasting a better \u00a0headcount.<\/li>\n<li>\u00a0Experts collaborate too much with other subject matters experts and ultimately cannot agree on a single path forward.<\/li>\n<li>\u00a0Experts that can perfectly understand the context for the business and its specific operations are very difficult to find. \u00a0\u00a0<\/li>\n<\/ul>\n<p>13. A year into the India acquisition, line leaders highlight \u00a0concerns regarding the staffing levels and the quality output of certain \u00a0machines. Some machines are running near 98% capacity with many quality \u00a0issues while others are running at only 63% with barely any quality \u00a0issues. The HR Manager feels confident there is enough historical data \u00a0to start highlighting relationships between staffing, machine \u00a0utilization, and quality control. Why is a regression analysis an \u00a0effective tool for this problem? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0Regression analysis removes the need for short- and middle-range planning because of its high levels of long-term accuracy.<\/li>\n<li>\u00a0\u00a0Regression analysis enables the business to look at how specific \u00a0variables interact and gives a high degree of confidence in projecting \u00a0future needs.<\/li>\n<li>\u00a0\u00a0Regression analysis evaluates the line operator job description details \u00a0to make sure they are both valid and reliable to what the job is \u00a0supposed to be.<\/li>\n<li>\u00a0\u00a0Regression analysis helps identify which operators are the most \u00a0productive employees and therefore provides information on how to model \u00a0future training.<\/li>\n<\/ul>\n<p>14. E-Tronics has a small plant of only 120 employees in Oregon \u00a0that has gone through quite a bit of unrest within the last year. There \u00a0have been three restructures and a lot of turnover due to local \u00a0competitive pressure. Now that the pressure and the company landscape \u00a0have normalized, the plant leadership is attempting to forecast staffing \u00a0requirements for the following year. Among many methods to use, why \u00a0should the HR Manager be hesitant to recommend the Markov Analysis? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0Markov analysis requires a fairly stable situation with many people in each job category.<\/li>\n<li>\u00a0\u00a0Markov analysis requires cross-functional collaboration with key \u00a0stakeholders and departments such as Finance to review budgetary \u00a0considerations.<\/li>\n<li>\u00a0Markov analysis requires a highly complex statistical review of three or more variables for the most effective output.<\/li>\n<li>\u00a0Markov analysis requires multiple sources of experts utilizing the Delphi technique.<\/li>\n<\/ul>\n<p>15. Business leaders often look to HR for specific guidance on \u00a0how to staff a business and avoid unhealthy levels of turnover. HR has \u00a0an increasingly important role in mitigating employee movement during \u00a0economic downturns, such as in 2008 and 2020, when global markets are in \u00a0flux and labor markets are directly impacted. How can HR professionals \u00a0add the most value economic downturns? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0\u00a0Periods of low and\/or high unemployment result in inverse turnover \u00a0rates as employees either find more suitable options for employment or \u00a0stay put until markets normalize. HR professionals can advise and \u00a0strategize a business\u2019s plans accordingly.<\/li>\n<li>\u00a0\u00a0Spikes in unemployment may make employees panic and cause them to leave \u00a0for a more stable company. HR professionals are well positioned to \u00a0decrease turnover rates by persuading employees not to leave.<\/li>\n<li>\u00a0\u00a0While HR professionals aren\u2019t equipped to look at micro and macro \u00a0economic data, it is paramount for HR professionals to have a strong \u00a0network to tap into and through which to understand workforce \u00a0implications.<\/li>\n<li>\u00a0\u00a0HR professionals can advise employees looking to leave of the types of \u00a0government assistance programs that are available to them. It is \u00a0critical for HR professionals to keep up-to-date on federal and state \u00a0programs.<\/li>\n<\/ul>\n<p>16. Alliance Data is a new start-up looking to rival E-Tronics \u00a0in a highly competitive market. While the company only has 150 \u00a0employees, business leaders would like to use some of the most recent \u00a0high tech solutions as a way to get ahead of the game. They recommend to \u00a0HR to go all in and invest in the best and most sophisticated planning \u00a0systems available. How can HR best respond to business leaders in this \u00a0scenario? \u00a0\u00a0<\/p>\n<ul>\n<li>\u00a0\u00a0If Operations is willing to pay for sophisticated human resource \u00a0planning systems and the necessary resources to manage the process, HR \u00a0will agree to the new implementation.<\/li>\n<li>\u00a0\u00a0Although technology and tools are useful for a more robust process, \u00a0simple stage I modeling that reduces cost and hassle can be just as \u00a0effective for a small company looking to grow. HR will stick with stage I \u00a0modeling.<\/li>\n<li>\u00a0\u00a0The only way to bring in better talent and manage systems more \u00a0effectively is through sophisticated human resource planning systems. HR \u00a0will invest heavily in systems used by large, successful corporations.<\/li>\n<li>\u00a0\u00a0Rather than using sophisticated systems, HR will adopt quick rules of \u00a0thumb based on the past experiences of each employee. Given the maturity \u00a0of the business, a stage II model will provide the most success.<\/li>\n<\/ul>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>\u00a01. E-Tronics is a well-established, publicly traded \u00a0manufacturing company that has been in business for over 50 years. \u00a0E-Tronics is reviewing a potential acquisition of a manufacturing plant \u00a0of 120 employees in India. This would be E-Tronics\u2019 first time having a \u00a0physical operation in India. As part of the review of labor, the Chief \u00a0Human [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[16],"tags":[],"class_list":["post-47754","post","type-post","status-publish","format-standard","hentry","category-education"],"_links":{"self":[{"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/posts\/47754","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/comments?post=47754"}],"version-history":[{"count":0,"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/posts\/47754\/revisions"}],"wp:attachment":[{"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/media?parent=47754"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/categories?post=47754"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/assignmenttutors.net\/blog\/wp-json\/wp\/v2\/tags?post=47754"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}