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Instructions:
Belhaven Business Question Responses Essay Paper
There are 4 responses. Read each response, and write a 100-word response for each one.
1.) Carter
The 8 human resource management practices identified in Noe et al. (2020, p. 109) include “analyzing and designing work, determining human resource needs (HR planning), attracting potential employees (recruiting), choosing employees (selection), teaching employees how to perform their jobs and preparing them for the future (training and development), rewarding employees (compensation), evaluating their performance (performance management), and creating a positive work environment (employee relations)”. Appropriate and effective strategies applied to each practice should positively impact company performance (Noe et al., 2020). For this discussion, I will examine the strategies pertaining to analyzing and designing work and training
and development.
Job analysis involves a detailed examination of a position, while job design concerns grouping tasks for a particular post (Noe et al., 2020). A particular job may be designed to include a narrow range of functions (Noe et al., 2020). These positions do not
require employees to possess an extensive range of skills (Noe et al., 2020). Other positions may be tasked with a broad range of activities that would necessitate that the employee has a wide range of skills (Noe et al., 2020). If a substantial number of
diverse tasks are required for a position, the job may be more motivating for the employee (Daft, 2021). Additionally, more positions are trending toward including a broad range of tasks (Noe et al., 2020).
Jobs with a more diverse range of activities will require employees to have a more diverse range of skills (Daft, 2021). An effective training and development program can ensure that employees possess the necessary skills for each position. Training and
development programs may include on-the-job training, social learning, corporate universities, promotion from within, and even providing tuition for college courses (Amazon, n.d.; Daft, 2021). Amazon recently announced a $1.2 billion investment in the training and development of three hundred thousand workers (Amazon, n.d.). I believe this is an effort by Amazon to retain workers whose positions will be replaced by automated processes within the coming years.
Amazon. (n.d.). Our upskilling commitments. US About Amazon. Retrieved March 8, 2022, from
Daft, R. L. (2021). Management. South-Western College.
Noe, R. A., Hollenbeck, J. R., & Gerhart, B. A. (2020). Human resource management: Gaining a competitive advantage.
2.)Eric
Strategy means a deliberate and overall course of action to achieve specific objectives. The two strategies out of the eight that are important for human resource leaders are internal growth (choosing employees) and concentration (HR planning). A concentration strategy is defined as a business focusing on reducing costs, increasing market sharing, and maintaining a lookout for products and services (Noe et al., 2021). The main reason for this strategy is for companies to concentrate rather than diversify their efforts. On the other hand, internal growth strategy refers to the growth within the organization by using internal resources. A growth strategy is simply a plan formulated and implemented for expanding the company’s business. Internal growth strategy is defined as product development, innovation, and joint ventures (Noe et al., 2021). Internal growth strategy focuses on increasing efficiency and hiring the right people. One of the main goals for HRM is to grow and to help the company make a profit.
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2021). Human Resource Management: Gaining a competitive advantage (12th ed.). McGraw-Hill Education.
3.)Jayne
Give a critical analysis of why balanced scorecards should be used in an organization.
The balanced scorecard (Hollenbeck et al., 2021 pp.28-29) is the written expression of the details that make up the framework of a company’s ability to be competitive and effective in the marketplace; at a level that satisfies its stakeholders. A balanced scorecard has a multi-functional purpose; It serves as a visual aid to managers on the performance needed to meet goals that satisfy the internal and external stakeholder’s expectations; and prioritize the collective efforts to necessary be competitive.
Without the balanced scorecard, the employee will not comprehend the role of each department, including Human Resources Management (HRM), and how the goals and strategies involve them as individuals. In addition, Hollenbeck et al., 2021, explains that the balanced scorecard helps stakeholders identify the role of HRM in retaining employees, measuring and assessing employee satisfaction and behavior, which determines the compensation and benefits system, along with the health and safety, training, and development. (p. 29)
References:
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2021). Human Resource Management: Gaining a Competitive Advantage (12th ed.). McGraw-Hill Education. ISBN: 978-1- 260-26257-5
4.)Kimberly
“A balanced scorecard is a means of performance measurement that gives managers a chance to look at their company from the perspectives of internal and external customers, employees, and shareholders. The balanced scorecard is important because it brings together most of the features that a company needs to focus on to be competitive” (Noe, Hollenbeck, Gerhart, & Wright.2021.p.28). Understanding the process of what the human resource department is responsible for and being able to take this information and process it to ensure that the company is progressing as it should. The scorecard is responsible for supporting the company’s goal. When things such as the finances, turnover rate, and actions of the employees are in line, then the shareholders are more willing to put more into the company. The HRM department is responsible for sharing information to ensure that the goals of the company and employees are following the stakeholders’ demands to meet goals. The scorecard must be accurate, show data, and be valid to be understood and have successful outcomes.
References
Belhaven Business Question Responses Essay Paper
RUBRIC |
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Excellent Quality 95-100%
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Introduction
45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Literature Support 91-84 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met. |
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Average Score 50-85% |
40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided. |
83-76 points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration. |
52-49 points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met. |
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Poor Quality 0-45% |
37-1 points The background and/or significance are missing. No search history information is provided. |
75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration. |
48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met |
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Belhaven Business Question Responses Essay Paper |
Belhaven Business Question Responses Essay Paper