Get help for HRMG 770 Entire Course of Davenport University. Other challenges in the business environment include technological change, increasing use of the Internet to move information and conduct business (e-commerce), changing demographics in the workforce, global climate change, and increased litigation. Organizations must be aware of these trends and be sufficiently flexible to adapt to the changes as required. Consider a company such as Procter and Gamble (P&G) and the challenges that it faces. With nearly 140,000 employees operating in more than 80 countries, P&G is at the forefront of many of these changes. Look up the information that P&G provides on its corporate Web site and discuss the following questions. · What are the implications of these changes for managing P&G human capital? · What kind of responses must P&G make to enable it to meet the challenges of this changing world? · How do these changes impact the competencies required of human resource (HR) leaders and professionals if P&G is to successfully meet these challenges? Support your answers with appropriate research and reasoning and comment on the responses of your peers.
Add to them and discuss whether you agree or disagree with their views on these issues. In organizations today, the emphasis is on performance and the contribution that a function makes to the success of the organization. Senior managers demand evidence of effectiveness and efficiency. They want to know, for example, “How much will the new performance management system cost, or what difference will it make in the company’s performance? If you were the CEO of a large, diversified, multinational company, what value do you expect your HRM function to add to the organization? How would you know whether the HRM function was being effective? Which measures would you look to for evidence of effectiveness? Can you hold the HRM VP directly accountable for the results on the measures that you have identified? Is so, how would you do that? If not, why not and how would you assign accountability?
Do companies really need traditional qualifications-based job descriptions in the recruiting process? Should job postings be highly detailed about the nature of the job and the skills expected to perform the job functions, or should they only be broad descriptions? Some commentators in the HRM field have argued that such job descriptions are unnecessary and are, in fact, a leading cause of the inability to hire top candidates and that they lead to a variety of hiring mistakes. Others argue that they are the foundation of a well-designed recruiting and selection process. What do you think? Justify your answers with appropriate research and reasoning and comment on the postings of your peers. Job analysis is generally the first step in recruiting and selection, job evaluation, and performance management. Over the years, several different methods have been developed and evolved into those commonly used today. These methods include interviews, questionnaires, and observations, with many variations within each type.
· Give your opinion on the pros and cons of each of the three major types of job analysis. · Discuss the situations in which each might be preferable. Consider the purposes for which organizations use job analysis and the potential benefits of using them and the consequences if they don’t use job analysis. · Provide feedback to your peers on their views of the pros and cons and the specific applications that they provide. The idea of a merit rating is alluring. The sound of the words captivates the imagination: pay for what you get; get what you pay for; motivate people to do their best, for their own good. Following Deming and Covey, many others have criticized performance appraisal (PA) as being counter to other organizational goals. Do you agree or disagree with the criticism? What, according to you, are the benefits of a PA process for an organization and an individual? What, according to you, are the problems that are part of a PA process for an organization and an individual? Among the various methods of PA, which are the strongest and, thus, more likely to be effective if employed in most situations?
If the decision to have a PA process in the organization was yours, would you have one? Explain your decision and justify your answer using reasoning. Comment on the postings of your peers. Your organizations primary recruiting need is for engineering and technical personnel. Over that last two decades, these professions have generally been in high demand and relatively scarce supply. As the HR manager responsible for recruiting and selecting people in these fields, you have a need to stay abreast of trends that affect the demand and availability of these specialties. In this assignment, you will investigate these trends and identify steps that you might take to ensure that your company has access to the number and types of people that it needs. · Identify issues in the current business environment that affect the demand and supply of engineering and technical personnel. · Describe specific measures and techniques that progressive companies are using to recruit and select people with these backgrounds. Submit a paper following APA style requirements of approximately five pages. Global economic forces, technological changes, shifting preferences, and demographic and life style changes are all presenting challenges to organizations and individuals trying to effectively manage careers.