Week 2 Discussions – 79037

From the scenario, propose two (2) strategies that you as an HR manager will use to determine if employees have the specific skills needed to fill a position.The strategies which I will use in determining whether the employees exhibit the skills which are perceived to be necessary for their positions are the use of the process which will enable me to get the detailed information with regards to the job and analyzing prospective employees to check if they meet such qualifications. In doing this, I will be able to determine what is needed in the job position and thus carry out the selection efficiently. After selecting such qualified individual to the organization, I will further test their level of skills. In doing this, I will use a questionnaire to ensure that the person chosen is well qualified.Select one (1) of the following functional areas of Human Resources that you would consider pursuing as a career: Employment, Employee Relations, Training/Development, Compensation, Benefits, or Labor Relations. Specify two (2) skills you currently possess and two (2) that you will need to develop in order to be successful in your chosen area. Provide support for your answer. 1.The functional area of the human resource which I consider pursuing as a career is the labor and relations. This is because with this field, I will be able to interact and interact with employees better and know how to motivate them to achieve the organizational goals. The skills which I have regarding this are the good relation and communication skills which will help me to understand them fully. The skills which I will have to learn are the conflict management so that in case there is a rise in conflict among them; I will be able to resolve it satisfactorily. ?2. * From the scenario, propose two (2) adjustments that you as a HR manager can make to support the changes related to high-performance work systems, technological changes, and a change in the employment relationship. Justify your response.Response:Training (mentoring) and employee flexibility are areas that a HR manager may use to support change. HR managers can assist businesses by ensuring the best possible person is selected for the job along with the job being right for the person; social system and technical system. Ensuring that there are checks and balances to assess employee knowledge while allowing managers to determine how they are performing on the job is an excellent on-going assessment.Technology is ever changing at rapid rates and HR Managers should capitalize on its use. Most of these systems are internet based. Job postings and screening are just two of the many functions available. Using technology to its fullest in its website design and creation can free up time that the HR Manager would typically have to devote to task which can now provide this important information to job seekers right at the fingertips. Many of these advanced technologies allow for real time completion of actions—no matter where in the world.One of the biggest employment relationship builder today is the ability to Telework. Workers are just as productive as they would be if coming to their office each day. Another positive relationship builder is when HR Managers offer flexible schedules as a way for employees to adjust work hours to meet personal and family needs. Many companies have single parent employees and others who are caring for elderly parents. Companies must be flexible in this area by allowing employees to care for family members; trading off hours. Giving employee flexibility when there are those caring for loved ones goes a long way in employment relationship building.
Imagine that you work for an organization that decided to move its operations to another country due to decreased costs of employee salary and operational expenses
Examine two (2) forces that would cause a company to want to move their operational structure to another country.
Response: Many U.S. based companies are looking to hire in developing nations such as India, Mexico, and Brazil because it gives employers access to people with potential who are eager to work yet who will accept lower wages than elsewhere in the world. However, some challenges may include employees’ lack of familiarity with technology and corporate practices, as well as political and economic instability in the areas. Two forces which might lend themselves to a company’s desire to move their operational structure to another country are Taxes and Regulations.Companies can realize huge savings in corporate taxes by funneling their profits through overseas countries that have a more lenient tax regime for businesses than the U.S. does. Example; reincorporating a firm in countries such as Bermuda, which taxed corporations at zero percent in 2012, and Ireland, which hit firms with a relatively modest 12.5 percent at the same time, can seem like an attractive option when faced with higher rates here in the U.S. To put this in perspective, U.S. businesses faced a corporate income tax rate of 35 percent in 2012. Rigid regulatory requirements are equally as important to companies. Relocating to a country with fewer or more relaxed regulations may allow a company to innovate, grow and take risks more easily than it could at home. Economies that let firms operate with minimal interference and controls from government can be seen as attractive places to do business. A company may decide to relocate if doing so would allow it to avoid anti-competition and labor laws or price-fixing rules. References: Noe, R., Hollenbeck, J., Gerhart, B., Wright, P. (01/2013). Fundamentals of Human Resource Management, 5th Edition. Retrieved from https://strayer.vitalsource.com/#/books/1259590879/ Chron, Small Business (2016). Why do companies need to go overseas? Retrieved from http://smallbusiness.chron.com/companies-need-overseas-58292.html

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