Professional Documents
Culture Documents
Question 1:
You and Shawn are scheduled to meet next week with John and the board of directors at AGC.
Shawn will make a presentation about human capital management. Both of you understand the
urgency of the companys situation and why it is important to instruct this group about the
value and need for an optimized program for the management of global human capital. You run
into each other as you arrive at the office this morning and stop for a minute to talk.
"Shawn, I think your presentation will be a learning opportunity for this group," you say.
"Without this information about global human capital management, AGC may never be able to
move forward with critically needed changes."
"I agree," he says. "I'm working on my notes, and I want your advice about some concerns I
have."
"Sure," you say. "Why don't you e-mail me the list and I'll get back to you with my
suggestions."
"Sounds good," he says. Later that morning, you get his e-mail, and the following list of
questions:
How should I deliver my message without embarrassing the board about its lack of
knowledge about human capital management?
What examples from other organizations can be provided that will strengthen the boards
knowledge of global human capital trends and problems?
Do you think that my leadership style will help me during this meeting?
Question 2:
HRM Incident 1: These Things Are a Pain
There, at last its finished, thought Rajiv Chaudhry, as he laid aside the last of 12 performance
appraisal forms. It had been a busy week for Rajiv, who supervises a road maintenance crew for
the Georgia Department of Highways.
In passing through Rajivs district a few days earlier, the governor had complained to the area
superintendent that repairs were needed on several of the highways. Because of this, the
superintendent assigned Rajivs crew an unusually heavy workload. In addition, Rajiv received a
call from the human resource office that week reminding him that the performance appraisals
were late. Rajiv explained his predicament, but the HR specialist insisted that the forms be
completed right away.
Looking over the appraisals again, Rajiv thought about several of the workers. The performance
appraisal form had places for marking quantity of work, quality of work, andcooperativeness. For
each characteristic, the worker could be graded outstanding, good,average, below average,
or unsatisfactory. As Rajivs crew had completed all of the extra work assigned for that week, he
marked every worker outstanding in quantity of work. He marked Joe
Blum average in cooperativeness because Joe had questioned one of his decisions that week.
Rajiv had decided to patch a pothole in one of the roads, and Joe thought the small section of
road surface ought to be broken out and replaced. Rajiv didnt include this in the remarks section
of the form, though. As a matter of fact, he wrote no remarks on any of the forms.
Rajiv felt a twinge of guilt as he thought about Roger Short. He knew that Roger had been
sloughing off, and the other workers had been carrying him for quite some time. He also knew
that Roger would be upset if he found that he had been marked lower than the other workers.
Consequently, he marked Roger the same to avoid a confrontation. Anyway, Rajiv thought,
these things are a pain, and I really shouldnt have to bother with them.
As Rajiv folded up the performance appraisals and put them in the envelope for mailing, he
smiled. He was glad he would not have to think about performance appraisals for another six
months.
Question
1.
Question 3:
Distinguish between the following job evaluation methods:
a. ranking
b. classification
c. factor comparison
d. point method
Question 4:
Explain the use of pre-employment screening including background investigations, reference
checks, negligent hiring, and negligent referral.
Answer 4: As the HR point of view the pre-employment screening is very important for the
company. It does not matter that the company is small or big the thing that matter is the
reputation the company and being a HR of the company it is very important to save the
reputation of the company whether it is employ or a ex-employ we need to go through the preemployment screening which is a pre-defined process and it includes.
mental exertion, gets the most elevated weight). At the end of the day, wages are
appointed to the employment in examination to its positioning on each one occupation
element.
4. Point Method: This system is broadly utilized right now. Here, employments are
communicated as far as key variables. Focuses are allocated to each one variable in the
wake of organizing each one element in place of imperativeness. The focuses are
summed up to focus the compensation rate for the employment. Employments with
comparative point aggregates are put in comparable pay grades.
These factors can then be further defined.
Skill
a. Experience
b. Education
c. Ability
Responsibilities
a. Fiscal
b. Supervisory
Effort
a. Mental
b. Physical
Working Conditions
a. Location
b. Hazards
c. Extremes in Environment
Answer 2: After going through case following are the weakness I have figured out:
a. He feels that this is an additional work which he needs to do on account of impulse
accordingly he is just doing it with the end goal of doing.
b. He is predisposition in giving the rating furthermore accepting criticism from
representatives he would like to be addressed and subsequently who ever tries to question
him he is attempting to put them down regarding execution assessment.
c. The evaluation structure had the accompanying criteria's for appraisal: Quantity of Work,
quality of Work, and Cooperativeness But these criteria's don't bring out the genuine
worth of execution and are extremely unclear.
d. He even skirted the part where he needs to give Suggestions or feedbacks, which is
extremely negative angle in light of the fact that the entire motivation behind examination
is crushed.
Answer 1:
How should I deliver my message without embarrassing the board about its lack of
knowledge about human capital management?
o Do not directly point out there week points try to present the benefits of the
Human Capital Management and tell them there strong point and compare there
strong points in term of HCM so that they can also figure out that how HCM
leads them to the right path of managing capital.
What examples from other organizations can be provided that will strengthen the boards
knowledge of global human capital trends and problems?
o Tell them about the Chicago school theory and United nations that how
importantly they believe in HRM. Tell them about how the organization face
problems related to HRM.
Do you think that my leadership style will help me during this meeting?
o Yes, be confident and while giving presentation. Ask questions and put examples
while giving presentation. Do not look on slides just remember them and do not
stammer in between.