Washington Baptist University Bus 502 Human Resource Managem

Washington Baptist Universitybus 502 Human Resource Mansgementspring 2

Washington Baptist University BUS 502 HUMAN RESOURCE MANAGEMENT SPRING 2015 MIDTERM EXAMINATION This is a take-home examination. You are allowed to use all available information, but NO exchange of information is allowed between your classmates taking this course in this semester. The answers should be written by your own words WITH essential points, WITHOUT copying parts of the Lecture Notes, and WITHOUT writing unnecessary information that may imply that you do not know the right answers. The proportion of the Midterm Examination is twenty (20) percent of total grade points. The deadline of submitting your answers is Tuesday, April 7, 2015. Late submission will lose 10 percent grade point of the midterm examination per week. QUESTIONS I (20% Points): Suppose that you are currently the Human Resource (HR) Manager of a hypothetical company Hugo, Inc. Explain the strategic management process in your part of Human Resource Manager with practical examples based on the framework of human resource management - ARDM. QUESTIONS II (20% Points): Assuming that you are the HR Manager of a hypothetical company Hugo, Inc., (a) provide a job descriptions and job specifications for your assistant before hiring a person with whom to replace you. (b) For job design, explain the job characteristics model of work motivation. QUESTIONS III (20% Points): In recruiting employees to fill open positions, you have two resources of manpower: internal and external. If you have two positions - High and Low, from which source are you going to recruit to fill both positions? Why? QUESTIONS IV (20% Points): Performance evaluation is important for compensation and promotion of employees. (a) Explain the process of performance evaluation with practical examples. (b) How could you create a market-competitive pay plan? Explain this with the point system. QUESTIONS V (10% Points) (a) Explain the typical benefits and services of employees. (b) Suppose that you are now retired from your profession at the age of 65 years old. After your retirement, how could you make your livings as an ordinary citizen or resident in the United States? (End of Midterm Examination) -->

Paper For Above instruction

Introduction

Effective human resource management (HRM) is integral to the strategic success of organizations. It involves the alignment of HR policies and practices with business goals to foster productivity, motivation, and competitive advantage. This paper explores the strategic management process within HRM using the ARDM framework, discusses job descriptions and job design, analyzes recruitment strategies, explains performance evaluation processes, and discusses employee benefits and post-retirement living, providing practical insights and examples relevant to a hypothetical company, Hugo, Inc.

Strategic Management Process in HRM through ARDM Framework

The ARDM framework—Analysis, Resource allocation, Development, and Monitoring—is a comprehensive approach that guides HR managers in aligning human resources with organizational objectives. In the analysis phase, the HR manager conducts a thorough assessment of current workforce capabilities, organizational needs, and external labor market conditions. For example, Hugo, Inc. might analyze skill gaps within its sales team and identifying the need for digital marketing expertise to expand online sales channels.

Resource allocation involves strategically assigning human resources to areas where they can contribute most effectively. This might include reallocating staff to new project teams or expanding recruitment efforts for critical roles. Development encompasses training and employee development activities aimed at enhancing skills and competencies aligned with strategic goals. For Hugo, Inc., this could involve implementing leadership development programs to prepare high-potential employees for managerial roles.

Monitoring entails ongoing evaluation of HR initiatives to ensure they meet organizational objectives. Metrics such as employee turnover rates, engagement levels, and productivity scores are tracked to evaluate success and inform adjustments. For instance, if turnover among sales staff remains high despite training programs, the HR manager might explore engagement initiatives or improve compensation packages.

By applying ARDM, HR managers at Hugo, Inc. can systematically develop HR strategies that support business growth, adapt to environmental changes, and foster a high-performance culture.

Job Descriptions, Job Specifications, and Job Design

Creating precise job descriptions and specifications is fundamental to effective recruitment. For selecting a replacement assistant, a detailed job description might include responsibilities such as managing correspondence, scheduling meetings, and assisting with administrative tasks. The job specification would list qualifications such as a high school diploma, proficiency in office software, excellent communication skills, and prior administrative experience.

Job design through the Job Characteristics Model (JCM) enhances employee motivation and satisfaction. The JCM identifies five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback. For example, a well-designed administrative assistant role that offers variety in tasks, clear understanding of how their work contributes to organizational success, autonomy in managing schedules, and regular feedback can foster intrinsic motivation. This model suggests that enriching jobs along these dimensions leads to higher work motivation, better job performance, and lower turnover, especially when combined with appropriate organizational support.

In the context of Hugo, Inc., applying the JCM can create more engaging and motivating roles for employees by redesigning jobs to include meaningful responsibilities and participation in decision-making processes.

Recruitment Strategies: Internal vs External

Choosing between internal and external recruitment sources depends on the position's complexity and urgency. For high-level positions, such as a managerial role (high priority and responsibility), internal recruitment is often preferred. It encourages career progression, boosts morale, and retains organizational knowledge. Promoting from within also ensures a smoother transition and faster onboarding.

Conversely, for low-level, routine positions (low responsibility), external recruitment can bring fresh perspectives and specialized skills not present internally. For example, for a low-level administrative role, external recruitment might be more efficient to fill vacancies quickly and cost-effectively.

In the case of Hugo, Inc., filling a high-position like a new department head might involve internal promotions to leverage existing talent and ensure organizational continuity. For low-level roles, external recruitment might be more practical to acquire specific skills and diversify the workforce. Ultimately, the choice balances internal talent development and external expertise to optimize organizational effectiveness.

Performance Evaluation and Compensation Strategies

Performance evaluation is a systematic process involving setting performance standards, monitoring actual performance, and providing feedback. For example, Hugo, Inc. could implement annual performance appraisals where managers review employee achievements against predefined goals, discuss strengths and areas for improvement, and set objectives for the upcoming period. Techniques such as 360-degree feedback, which gathers input from peers, subordinates, and supervisors, can provide comprehensive performance insights.

This process facilitates informed decisions on promotions, salary adjustments, and professional development. To support competitiveness, the company can develop a market-based pay structure using a point system. Assigning points to various job factors—such as skill level, experience, complexity, and responsibility—helps determine pay grades aligned with external market rates. For example, a position requiring advanced skills and significant responsibility might score higher points, resulting in a higher wage rate.

A market-competitive pay plan motivates employees, reduces turnover, and attracts top talent. Regularly benchmarking against industry standards and adjusting point values accordingly ensures the company's pay remains attractive relative to competitors.

Employee Benefits and Post-Retirement Livelihood

Employee benefits include health insurance, retirement plans, paid leave, and wellness programs, contributing to employee satisfaction and retention. Typical benefits entail medical and dental insurance, paid vacations, sick leave, life insurance, and training opportunities. For instance, health insurance coverage alleviates medical expenses, fostering loyalty and reducing stress among employees.

Post-retirement, individuals like myself can sustain a livelihood through several avenues. Social Security benefits provide a basic income, supplemented by retirement savings accounts such as 401(k) plans. Additionally, engaging in part-time work, consulting, or entrepreneurship can generate income. Volunteering or community involvement also enhances life satisfaction, especially in areas related to hobbies or personal interests. Financial planning, including investments in pensions and annuities, ensures a stable income stream throughout retirement.

In conclusion, comprehensive benefits support employee well-being and retention, while strategic planning post-retirement can help individuals maintain financial independence and social engagement.

Conclusion

Human resource management is a strategic function that significantly influences organizational success. Employing frameworks such as ARDM enables HR managers like those at Hugo, Inc. to make informed decisions aligned with business objectives. Effective job design and recruitment strategies, coupled with fair performance evaluations and competitive compensation plans, foster a motivated, skilled, and committed workforce. Furthermore, understanding employee benefits and planning for post-retirement livelihoods contribute to overall organizational and personal well-being, illustrating the vital role HRM plays in organizational and individual success.

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