HR 2204 Final Research Paper Due Dates –
Draft of HR 2204 Final Research Paper and Slide Presentation – Monday, December 7, 2020 ( must be submitted)
HR 2204 Final Research Paper and Slide presentation – Monday, December 14, 2020 by 11:59pm
Final Research Paper/Power Point Slides Instructions –
In a 10-page paper, which consists of a 10-page research, discuss a successful business of your choice. In selecting the company for your paper, you could view the list of the “Top 100 Companies to Work for” from the Fortune website, http://fortune.com/best-companies/ (Links to an external site.) (Links to an external site.) (Links to an external site.) to choose your topic suggestions. You have the option of also not choosing a company on the top 100 companies and making an independent company choice.
After selecting your topic, you will focus your paper’s discussion on the company’s successes, by choosing topics and terms from the textbook, your Harvard Business Review videos, the Wall Street Journal articles used this semester discussion board response with classmates. In your research paper discussion, make sure your research paper includes all the relevant aspects of human resource management, in addition to your topics of interest.
The final research paper should also be written in a 12-inch Arial or Times New Roman font, double-space, and use a one inch margins on the top, bottom, right and left of the page of the report. Your paper format must include the following pages (all pages, except the cover page, must be numbered): 1) a cover/title page, 2) table of contents page, 3) an introduction page, 4) a conclusion page, and a 5) bibliography page.
**In your paper discussion, be sure to include a brief discussion (2-3 paragraphs) of the company’s industry, its history, its current market share, as well as discuss its rivals/competitors in its industry.
Please note – an industry is the area of business, by which company’s products or service must follow pricing, employment, governmental regulations and guidelines. A good example is the automotive industry and the companies under its rules and regulations are Ford, Honda, Toyota and Chrysler and many other automotive manufacturing companies.
The paper should be written in a 12-inch Arial or Times New Roman font, double-space, and use a one inch margins on the top, bottom, right and left of the page of the report. You must include each page separately: 1) a cover/title page, 2) table of contents page, 3) an introduction/summary page, 4) a conclusion page, and a 5) bibliography page, which will amount to five (5) pages.
All papers must use American Psychological Association (APA) citation and bibliography format. If you have any questions regarding APA citation format, visit the PURDUE OWL website, St. Francis College Library and the Academic Enhancement Center on the 3rd floor. The conclusion must include what you learned from your research and preparation of the paper.
USE THESE SOURCES TO HELP CONNECT THE RESEARCH PAPER ON THE COMPANY AMERICAN EXPRESS WITH HUMAN RESOURCES
Text Book Sources:
It’s interesting how advanced the term HRM is in today’s world. The term HRM meant a completely different thing before than what it means now. It’s gotten a lot more professional and helps a company be successful. In the chapter one, it’s mentioned that in the past, it meant sending birthday gifts to employees, making sure the forms were filled out correctly etc… Jack Welch, had a really good point by saying that HR should get out of the birthdays and filling out forms and that it is important in good times, but defined in hard times. Which means when everything goes right, it’s important to stay on track and keep going the same way but when there is an obstacle in front, that’s when you really get to see what people are made of. What I find interesting is that everyone has a different task and a different role to perform, but it doesn’t mean if you are not a HR manager that your job is less important. Totally opposite, you might have a chance to do some or even all of the HRM tasks.
This is one of the key things in HRM or any department in general. There are a few main steps, from developing a plan, policies, recruitment and selection. It’s all connected and they should not skip any of those steps. It’s crucial to know how many people they need to hire based on what their revenue is. As well as knowing where the open positions are and who to hire. In my opinion, it’s the multiculturalism that matters the most. Having people from all around the world can bring different experiences, ideas and points of view into the company.
External factors are something the company is not able to control, which makes it a little harder to navigate or look too much ahead. That’s why it’s hard to make future plans for the company. Those are not just negative things, there could be some positive impacts too. They are constantly changing, therefore the HR manager should always be aware of the changes and communicate with the staff. It’s important to understand those factors, in order not to break the laws.
Chapter 2 is about ” Developing and Implementing Strategic HRM plans.” One topic discussed is the value of planning. It is extremely important to plan out everything correctly so that the business is successful. For example, James did not know much before meeting with the executives and was proud of himself for being able to hire 30 people in one months time frame. What he did not do was plan or thinking about the future so a few months in those new people he had just hired he needed to let some go because there was not enough payroll.
Another topic discussed in this chapter was the differences between personal management and HRM focuses. In the past, HRM was called the personnel department and its job was to hire people. Recently, the personnel department was divided into 2 groups which are: HRM and HR development. These two groups are crucial for the success of a business. HR is more than just hiring people.
A third topic is identifying strategic HR issues. There are strengths, weaknesses, threats, and opportunities. There are two major threats that can affect a business tremendously which are: economy and changing technology. Some strengths are hiring talented people, company growth, technology implementation, etc…
Chapter 3 is about diversity and multiculturalism. One major topic mentioned is hiring multiculturalism. When having a business, you want to have diversity and be able to say you have all different types of people from different backgrounds working for you. It attracts customers. Even though you might have luck with hiring from recommendations within the company, you also want to be able to recruit new people that are not known to increase the diversity within the company.
A second topic is recruitment and selection. While advertising that you are looking to hire new people you want to make sure that you are not being discriminatory. By this, i mean that you do not want to make it seem like you are looking for a specific race, age group, etc..
A third topic is the Equal Employment Opportunity Commission (EEOC). This is one of the most important topics in this chapter that every business should be educated on. EEOC is a federal agency that enforces federal employment discrimination laws. The laws protect people from discrimination in all areas of employment such as discrimination based on race, sex, color, religion, age, disability, etc… The EEOC has headquarters in Washington, DC and they have 53 field offices throughout the United States.
Chapters 4 and 5 were interesting to read and gave more details into the world of Human Resources. Chapter 4 talked about the recruitment process and the steps that went into that.
Before you start recruiting you are going to have to forecast how healthy the organization is going to be. Once you have gathered data on that you as the HR professional can see where the gaps exist and recruit the right individuals with the right skills. It takes skill and practice to recruit the right people.
The EText does a great job in explaining how to accurately describe the job that is open within the company. It was interesting to see the difference between Job Analysis and a Job Design. To start writing a job analysis data needs to be gathered and analyzed, while job design refers to how a job can be modified or changed to be more effective.
It is interesting to see how companies use things like questionnaires and how they can help an HR professional in their job analysis. Never knew that the information on the questionnares are something that help the Human Resources professional in their quest to finding the right person and putting up the correct job descriptions.
One of the most important things to Human Resources are understanding the Laws that have been put into place. Things like the Immigration Reform and Control Act is one that a HR person must be aware of. You would want to keep the jobs that are open for those people who already have the documentation in place that they are legal aliens in the country vs those who have work visas (though there are also ways to help out those who have visas as well).
While Chapter 4 really went in depth with recruiting, Chapter 5 went even more in detail about how to select the right person for the job.
There are steps involved in choosing people who have the right qualifications to fill a current job or future opening. There is a ton of time involved in the hiring process, from reviewing resumes, to looking at the strengths and weaknesses of each applicant. There is a lot of care that goes into selecting the right person. There is a ton of high cost that goes into hiring so you would want to make sure you hire the right person.
It is important to have a clear idea of the person you would want to hire for the position in mind before starting the quest to hire someone. There are criteria like education and level of experience that can assist the Human Resources person with finding the right candidate for the job.
There are also things like the interview process and testing that will assist the Human Resources person with finding the right person for the job.
Never knew how much actually goes into the hiring process, but can understand why they take such care because you’d obviously like to have a person who will be around and help with the growth and expansion of your company for a really long time. Overall these were two really informative Chapters!
Chapter 6: Compensation and Benefits
One major topic discussed in this chapter is compensation package and it’s development. Compensation is an important part of a HRM strategic plan because this is the benefits is compensation for the employees. Most companies offer different types of benefits such as healthcare, 401k, paid days off, etc. that is a part of the compensation package. In the textbook, I saw two tables that were a great way to organize the pay ratings for a job title. For example the Minimum pay rate for a certain position and if OT is eligible. A second topic is types of pay. I found this one interesting because there a types of pay listed that I have never heard of before such as: piecework system. Piecework system is when employees are paid based on the number of items that are produced. A third topic is other forms of compensation which is the types of benefits a job has to offer and which benefits are mandated. For example: Medicare, social security, unemployment insurance, and COBRA are mandated. COBRA stands for Consolidated Omnibus Budget Reconciliation Act and requires companies to allow employees to extend their group coverage for up to 36 months. All other benefits a company can offer is voluntary.
Chapter 7: Retention and Motivation
One topic discussed is turnovers. There a two types: indirect costs and direct costs. Direct turnover costs includes the cost of leaving, replacement costs, and transition costs while indirect includes the lost of production and reduced performance. A second topic is HR’s role in creating high performance work systems. There’s a process to get employees to perform their job at high levels. Rewards, training, empowerment, employee feedback and being able to assist in planned change can all affect an employees work performance. Maslow’s Hierarchy of needs is similar to this process because it is known as the theory of human motivation. A third topic is retention plan and it is used to address employee turnover. In a retention plan, the first step is to find out the satisfaction level of employees so that you can better understand why employees turnover and begin to write the plan.
VIDEO LINK SOURCES:
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