Conference #3 (4 pages, 6 References)

 

1.    Workplace Unfairness and Inequality (2 pages, 3 References)

In this unit's studies, you have examined equal employment opportunity principles, employee rights, and proper discipline approaches. Despite the advancement of these principles, unfairness and inequality may still prevail in some organizations.

For this paper, describe an instance of unfairness or inequality you witnessed in a work situation, where an HRM professional was involved but the situation was not resolved well. Be sure to protect the privacy of the organization and any individuals involved by changing their names for your post. Address the following questions:

·         What principle or principles were neglected in this instance?

·         What duties and responsibilities did the HRM professional neglect?

·         Could this instance have been avoided?

·         What strategies could the HRM professional have implemented to avoid this situation, or bring it to a better resolution?

 

2.    The Implications of Labor Law (2 pages, 3 References)

 

For this paper, choose one labor law presented in the Labor Law Timeline presentation (I have selected the Civil Rights Act of 1991), and discuss its implications for HRM. Explain how your selected labor law shapes HRM practices.

 

Conference #4 (4 pages, 6 References)

 

1.      Employee Benefits (2 pages, 3 References)

 

Many organizations struggle to keep up with the rising costs of providing employee benefits. HRM professionals must be well versed in ways to contain those costs.

Salaries and benefits are usually the most significant expenses that organizations in all sectors of the economy encounter. Executives look to human resource management professionals for advice and guidance on the full spectrum of benefits considerations. This is an area in which HR actions can be clearly seen as affecting the organization's profit statement. Selecting a reasonably-priced benefits program that fits employees' needs is considered a key indicator of the success of an organization's human resource program.

For this paper, describe what HRM professionals can do to address the rising costs of employee health care. Support your recommendations with examples from the unit readings.

Feel free to also use examples from your personal work experiences with organizational benefits programs.

2.    Society of Human Resources Management Code of Ethics (2 pages, 3 References)

This unit introduced the Society of Human Resource Management Code of Ethics. The SHRM Code of Ethics is a rich source of ethical conduct designed to guide the HRM professional navigate the many complex issues that present themselves in the organization. The SHRM Code is not a perfect vehicle of justice or decision making. It is a valuable framework of reference for HRM professionals to guide their organizations and membership towards an environment of just treatment and fair consideration.

For this paper, describe why employers are increasingly adopting consumer-driven health plans. Address the following questions:

·         What is the difference between fairness and justice?

·         How can each be applied effectively and under what circumstances?

 

 

Conference #5 (4 pages, 6 References)

1.      Labor Relations Legislation (2 pages, 3 References)

In your studies for this unit, you have examined many aspects of labor relations, including structures, process, and legislation. For this discussion, choose one labor relations act featured in the Labor Relations Timeline media piece (I have selected 1935 Wagner Act). Discuss the implications of this legislation for HRM. Describe how your selected labor relations legislation shapes HRM practices.

2.      Management and Union Collaboration (2 pages, 3 References)

In your studies for this unit, you have examined the Apollo Corporation Case Study (Refer to the end of this document), a study that illustrates the discharge of a plant maintenance engineer involved in union organizing. For this paper, address the following questions:

·         What, if any, violation of the law did the corporation commit in the case study?

·         What arguments could the employee, Bob, and the HR director, Jean, use to support their cases?

·         What strategies could have been used to defuse the situation or peacefully resolve it?

·         What strategies should HRM professionals use to avoid unfair labor practices?

·         How can an HRM professional create an environment that could prevent this kind of incident from happening in the first place?

Conference #6 (4 pages, 6 References)

1.    The Evolution of Human Capital Management (2 pages, 3 References)

In your studies for this unit, you have examined many facets of human capital management. Throughout the course, you have also examined the development and evolution of the field of human resource management.

For this paper, analyze the influence of human resource management on the evolution of human capital management. Specifically, how have human resource management models helped to shape human capital management practices?

Be sure to address employee recruitment and selection, or training and development, in your post. Provide examples, and use the course readings to support your statements. Recruitment, selection and training development represent core functions and responsibilities of the HRM professional. Doing these well is essential to becoming an expert in the field. Clients in all areas of work expect the HRM professional to perform these functions at a very high level.

2.    Learning Organizations (2 pages, 3 References)

The concept of the learning organization is relatively new in human resources management. Developing a learning organization approach can help the organization create and sustain a competitive advantage in the industry.

The Senge article from your studies for this unit describes the principles that define learning organizations. For this paper, complete the following:

·         Evaluate the current state of your organization, using the principles and stages discussed in Senge's article attached to this order. (You can use the organization where you currently work or have worked, where you have volunteered, or where you have been involved in some way—as long as you have sufficient information to fully answer these questions.)

·         Identify the essential factors that would enable your organization to become a learning organization.

·         Describe what you could do, as an HRM professional in your organization, to help your organization transition into a learning organization.