Human Resources Management For Public And Nonprofit Organizations A Strategic Approach 4th Edition Joan E. Pynes - Solutions

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Specify the requirements for a human resources information system that captures data and generates reports to inform leaders of trends to achieve organizational objectives. LO.1
Determining who will inherit the business and how ownership will be determined among children can be a source of immense stress for family business owners. Therefore, many choose to ignore the issue of succession planning altogether. LO.1
Second, a family business is a great source of pride for the business owner and is often their single largest asset.The concept of retirement or walking away can be incomprehensible to those who built the business. LO.1
There may not be a qualified or interested successor within the family. LO.1
Each member of the group independently writes down his or her ideas on the problem or issue (in this case, estimates of demand). LO.1
Going around the table, each member then presents one idea. This process continues until all ideas have been presented and recorded, typically on a flipchart or chalkboard. No discussion is permitted during this step. LO.1
Clarification is then sought, as necessary, followed by group discussion and evaluation. LO.1
Finally, each member is asked to rank the ideas. This is done independently and in silence. LO.1
The problem is identified (in this case, estimates of demand) and each group member is requested to submit a potential solution by completing a carefully designed questionnaire. Direct face-to-face contact is not permitted. LO.1
After each member independently and anonymously completes the initial questionnaire, the results are compiled at a centralized location. LO.1
Each group member is then given a copy of the results. LO.1
If there are differences in opinion, each individual uses the feedback from other experts to fine-tune his or her independent assessment. LO.1
The third and fourth steps are repeated as often as necessary until a consensus is reached. LO.1
What is the government of Yukon’s approach to employees’ use of flex time? LO.1
What benefits has this employer experienced through flex time options? LO.1
What obstacles have you experienced when implementing flexible work arrangements, and how can these be overcome? LO.1
Based on research, how do temporary workers get treated differently in an organization when compared to fulltime workers? LO.1
Extending on the previous question, how is behaviour toward the organization different for temporary workers than full-time workers? LO.1
What do you think the future of non-standard workers in Canada will look like? LO.1
Human resources planning (HRP) is the process of reviewing HR requirements to ensure that the organization has the required number of employees with the necessary skills to meet its strategic goals. Forecasting future labour demand and supply is a critical element of the strategic planning process.
Four quantitative techniques for forecasting future HR demand are trend analysis, ratio analysis, scatter plots, and regression analysis. Two qualitative techniques used to forecast demand are the nominal group technique and the Delphi technique. LO.1
Four strategies used to forecast internal HR supply are Markov analysis, skills and management inventories, replacement charts and summaries, and succession planning. Forecasting external HR supply requires an assessment of general economic conditions, labour market conditions, and occupational
Strategies to manage a labour surplus include a hiring freeze; downsizing through attrition; early retirement buyout programs; reduced hours through job sharing, part-time work, work sharing, or reduced workweeks; leaves of absence; and termination of employment. LO.1
Strategies to manage a human resources shortage include internal and external solutions, such as hiring employees, employee transfers and promotions, and retention programs. LO.1
Describe the costs associated with a lack of or inadequate HRP. LO.1
After analyzing the human resources implications of an organization’s strategic plans, what are the three subsequent processes involved in HRP? LO.1
Discuss the pros and cons of five of the approaches to dealing with a labour surplus from both the organization and employee perspective. LO.1
Differentiate between replacement charts and succession plans, and explain in which situation each is preferred. LO.1
Discuss various methods of easing the burden of a layoff or termination. LO.1
A number of quantitative and qualitative techniques for forecasting human resources demand were discussed in this chapter. Working in groups, identify which strategies would be most appropriate for (a)small versus large companies, (b) industries undergoing rapid change, and (c)
Suppose that it has just been projected that, because of a number of technological innovations, your firm will need 20 percent fewer clerical employees within the next three years. There are currently 122 clerical positions in the company, split between three departments of equal size. Retirements
Suppose that you are the HR manager at a firm at which a hiring freeze has just been declared. The plan is to downsize through attrition. What steps would you take to ensure that you reap the advantages of this strategy while minimizing the disadvantages? LO.1
You were recently asked to identify one employee you manage as a top performer to align with a new company program offering top performers intensive management skills training. The employee you identified for this role is unaware of the program. This morning, she confided in you that she just
Develop a realistic, hypothetical staffing table for a department or organization that you are familiar with. LO.1
Contact the HR manager at a firm in your area and find out whether the firm uses any of the following:(a) skills/management inventories, (b) replacement charts or summaries, and (c) a succession plan.Prepare a brief summary of the information gathered.Once you have completed these tasks, form a
This assignment requires working in teams of five or six. Half of each team is to assume the role of management at a firm that is about to undergo major downsizing. The other half of each team is to assume the role of employees—some who will be affected and others who will remain. Each management
With a partner, research “survivor syndrome” and what specific companies have done to successfully mitigate this response and regain full employee commitment. Prepare a brief (two to three minute, maximum) oral presentation to share what you have learned. LO.1
What is human resources planning and how will it help LearnInMotion.com’s strategic plans? LO.1
Describe the steps in the human resources planning process and discuss the important elements within each that will benefit LearnInMotion.com. LO.1
Using your HR planning expertise, forecast the demand of labour in the stores and the online environment over the next three years. LO.1
Assuming an annual 15 percent turnover level of in-store workers and a 30 percent turnover level of online-focused employees, determine HR supply estimates over the next three years. LO.1
Do you forecast a labour shortage or surplus?Develop a clear plan to help address the forecasted labour shortage or surplus. LO.1
Align human resources practices by translating organizational strategy into human resources objectives and priorities to achieve the organization’s plan. LO.1
Promote an evidence-based approach to the development of human resources policies and practices using current professional resources to provide a sound basis for human resources decision-making. LO.1
Increase the attractiveness of the employer to desirable potential employees by identifying and shaping the organization’s employee value proposition to build a high-quality workforce. LO.1
Execute a workforce plan by sourcing, selecting, hiring, onboarding, and developing people to address competency needs and retain qualified talent aligned with the organization’s strategic objectives. LO.1
Job openings are identified through HR planning (based on the organization’s strategic plan) or manager request. HR plans play a vital role in the identification process, because they indicate present and future openings and specify which should be filled internally and which externally. Openings
The job requirements are determined. This step involves reviewing the job description and the job specifications and updating them, if necessary. Chapter 4 included a discussion of job analysis, which outlined how job analysis describes how to collect and interpret job descriptions and
Appropriate recruiting source(s) and method(s) are chosen. The major decision here is whether to start with internal or external recruiting. There is no single, best recruiting technique, and the most appropriate for any given position depends on a number of factors, which will be discussed in the
A pool of qualified recruits is generated. The requirements of employment equity legislation (if any) and the organization’s diversity goals should be reflected in the applicant pool. LO.1
What kind of mental or physical impact does failure to complete school and secure long-term full-time employment generally have on young people? LO.1
Based on your research, what are some of the most effective ways to ensure successful school-to-work transition? LO.1
Why are employers interested in conducting pre-hire screening and background checks? LO.1
What is the benefit of having a third party conduct the reference check? LO.1
In your experience, what surprises employers once a full candidate background is provided? LO.1
Discuss the advantages and disadvantages of recruiting from within the organization. Identify and describe the three tools that are used in this process. LO.1
Brainstorm the advantages of external recruitment.Discuss the risks associated with external recruiting. LO.1
Explain the difference between an Internet job board and a corporate career website. LO.1
Under what circumstances should a private employment agency be used? LO.1
Describe the advantages of using online application forms or résumé repositories as part of the recruitment process. LO.1
What potential problems could be created by offering referral bonuses to existing employees? LO.1
Working individually or in groups, find at least five employment ads, either on the Internet or in a local newspaper, that suggest that the company is family friendly and should appeal to women, minorities, older workers, and single parents. Discuss what they’re doing to be family friendly. LO.1
As the labour supply gets tighter and tighter, would you be in favour of loosening requirements for foreign-trained professionals (for example, doctors, professors, accountants, engineers) to become immediately qualified in Canada? Why or why not?Identify the underlying assumptions in the position
What are some of the specific reservations that a 30-year-old candidate might have about applying for a job that requires managing a workforce that is on average 10 years older than he or she is? LO.1
Describe how the recruitment process (including all of the steps) outlined in Figure 6.1 will be of assistance to Jennifer and Pierre to solve their recruitment problems. LO.1
Draft a new job posting for each of the seven positions discussed in the case. Then discuss how you put the job postings together and why, using Figure 6.2 and Figure 6.3 as examples. LO.1
Should Rachel use internal or external recruitment techniques to staff these 50 positions? LO.1
Rachel is hoping to recruit qualified candidates from a variety of diverse demographics. Will she have to use different recruitment techniques to do this? If so, what ones are the most effective to attract these candidates(older workers, designated group members, and so on)? LO.1
Rachel plans on hiring recruiters to assist her in staffing these 50 positions. Knowing the company will require the recruiters to adhere to the concept of employer branding, describe what steps Rachel should take to orient the new recruiters to the branding process. LO.1
Museum directors today need both an advanced degree in art history and curatorial experience, as well as the financial acumen and managerial skills of a chief executive. In this economic environment, most museum directors have to think about generating revenue streams and charitable donations, as
Discuss examples of how the changing economic condition has called for qualifi ed employees who are fl exible and willing to deal with rapid and unstructured changes. Give examples of impacts of economic changes on employees ’ and employers ’ expectations.
Consider the four generations of workers now in the workplace. Identify a worker you know from each generation. How do they fi t into their generational stereotype? How do they differ? Are there reasons other than age that account for the similarities and differences in workers?
Visit the US Department of Labor, Bureau of Labor Statistics web page and review “Occupation Outlooks and Demographics Data.” What additional workforce changes do you believe might take place in the next fi ve to ten years? What strategies will public and nonprofi t agencies need to implement
Visit the Monthly Labor Review Online . Review the two most recent editions, and select two articles from each edition. What topics are discussed, and why do the authors think they are important? Explain your answer.
A survey by the Center for State and Local Government Excellence conducted among members of the International Public Management Association for Human Resources and the National Association of State Personnel Executives, State and Local Government Workforce: 2012 Trends (http://slge
Nonprofit HR Solutions released a survey of nonprofit organizations, in 2012 Nonprofit t Employment Trends Survey (www.nonprofi t.hrcom/index.php), found the following:1. Forty-three of its nonprofits surveyed indicated they plan to hire in the coming year.2. Retirements and voluntary resignations
Assume the role of HRM director for a public or nonprofit agency you are familiar with. Prepare a written outline about why HRM planning must be a process flowing from the organization’s strategic plan. Be prepared to present your outline to the class.
In small groups, discuss how technology has transformed your job. Share with your group members initiatives that your organization has established to meet the technology challenges.
In small groups, describe web-based human resources information systems (HRIS) you are familiar with. Based on your own experiences and internet research, evaluate the advantages and disadvantages of employees using a web-based HRIS. What HRIS services are most convenient for employees?
In 2003, Kimberlie Webb, a practicing Muslim and police officer since 1995, requested permission from her employer, the Philadelphia Police Department, to wear a khimar, a head scarf extending to the waist, with her uniform. The police department denied her request as a violation of the
Alaska, Connecticut, and New Jersey, as well as the District of Columbia, have passed anti-family responsibilities discrimination (FRD) legislation. This legislation is to protect workers from being discriminated against for the various family responsibilities that many families contend with today.
Visit the Equal Employment Opportunity Commission website, and look under Enforcement Statistics. Compare and contrast the number of allegations received for the previous fi scal year by age, race, sex, and disability. Which type of discrimination had the highest number of discrimination
Does the EEOC website provide comprehensive information on the types of discrimination that fall under its jurisdiction? If so, is the information written in a way that would be clear to individuals who are unfamiliar with the topic? What recommendations would you make to clarify the content?
Locate your state ’s fair employment law website. Are other kinds of employment discrimination unlawful in your state that are not covered under the federal laws?
www.fairemployment.sg/assets/Files/documents/Resources%20- 20 Tripartite%20Guidelines%20on%20FEP%20Booklet%20%28English%29.pdf Pledge Document. The pledge document can be found at http://www.sgem ployers.com/public/industry/tafeppledge.pdf 1. Review the five key principles endorsed by the
A Harris poll released on February 23, 2012, found that one in five adults (21 percent) has at least one tattoo. It also found that those with tattoos and those without tattoos have different impressions of people with body art:• Forty-five percent of the adults surveyed said that people with
In small groups, identify and discuss the signifi cant trends related to diversity that have affected your agencies. What SHRM initiatives have been established in your agencies to meet these challenges?Which agency has the most comprehensive initiatives?
Can you think of an example when you might have had negative assumptions, attitudes, or stereotypes of coworkers or fellow students because they appeared to be different from you? Do you still feel that way today? If not, what changed?
Visit the US Census Bureau website. Select a state and identify the demographic trends there. What do the trends indicate? How should employers prepare for the future?
In small groups, have each individual take on the role as spokesperson for a specifi c interest group, such as senior citizens, working women, or gays and lesbians, and present the concerns of that group to an employer. Use the websites of organizations like AARP, 9 to 5 National Association of
More and more public sector agencies are focusing on how governments and nonprofits can best use social media strategies and efforts to interact with the public. Social media or new media directors are fairly new positions, but their numbers are growing. It is now common for public agencies to use
In Washington, DC, which has the highest child poverty rate in the country, it is not uncommon for caseworkers working with children to face armed drug dealers and stoned parents, homes crawling with cockroaches, and kids with scabies. An average caseload of twelve can mean dealing with fifty to
In small groups, discuss the methods by which a job analysis can be completed. Compare and contrast these methods, noting the pros and cons of each. Which method of job analysis would be most effective for capturing the KSAOCs of the position each group member holds now or a job held in the past?
Discuss why the American with Disabilities Act has heightened the importance of job analysis activities.
Discuss why strategic job analysis is important for organizations to remain competitive. How important are strategic job analyses for SHRM activities? Explain your answer.
Visit the O*Net website (http://online.onetcenter.org/) and conduct a skills search for your position. Are the skills it identifies similar to the skills you possess?
Identify five job titles and their job descriptions that are used for classifying positions in your agency or an agency you are familiar with. Visit the Dictionary of Occupational Titles website. Are the job titles and descriptions for the positions you identified consistent with the position
Using arrest and conviction records as a basis for employment decision may violate Title VII if employers fail to take certain precautionary measures. According to enforcement guidance released by the Equal Employment Opportunity Commission (EEOC) on April 25, 2012, asking about arrests may have a
Oregon enacted a law on March 27, 2012, that prohibits overt unemployment discrimination against unemployed applicants. The law prohibits employers from using language indicating that unemployed individuals should not apply for the job or that they will not be considered for employment.
Discuss the strategic recruiting considerations your organization or an organization you may have worked for in the past should address, and why.

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Human Resources Management For Public And Nonprofit Organizations A Strategic Approach 4th Edition Joan E. Pynes - Solutions

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