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22/08/2022
Write at least 300 words
· The majority of your post must be original words, thoughts, and ideas
· Identify the source of all information that you use
· two replies to peers
· Write at least 150 words per reply
· The majority of your posts must be original words, thoughts, experiences, and/or ideas
· Identify the source of all information that you use
Human Resource Strategies
Question A
Question B
Human Resource Strategies
Chapter 3-Equal Employment Opportunity and Human Resource Management
Are diversity and inclusion in the forefront of the needs addressing organizations today? Where do you think it lands on the priority list where you work? What about where you shop? Recently, I presented on engagement at a regional conference in the Kansas City Metro area. This topic sparked a great deal of interest and passion as many of the participants had their own ideas about how to keep students and employees engaged. One of the participants posed the question, why aren’t we talking about diversity and inclusion? Couldn’t this issue be a challenge for many of us today? I replied, “Absolutely, we must embrace it in order to engage it”.
The common denominators for both elements are: Seeing, Understanding, and Valuing.
Have you ever felt that you were discriminated against in the workplace? If you ever experienced the disappointment, anger, denial, among other others, it can leave an imprint on who you are and how you go about your journey not only in the workplace, but it resonates in other aspect of your life, and can be debilitating in many ways.
Now let’s say that you never experience discrimination, how empathetic would you be to others around you and beyond? How do we address these issues from an HR perspective? As HR professionals, we need to equip ourselves with knowledge of the laws and embrace proactivity and transparency. However, you must be familiar with the different laws.
Another thing to consider is the importance of record-keeping and posting requirements. We can have all the knowledge in our heads, trying our best to remember all steps and processes. But, without proper record-keeping, your efforts will be useless from a legal standpoint.
Chapter 4-Job Analysis and Job Design
How much flexibility is needed when it comes to Job Analysis and Job Design?
“I hate my job!” “It’s not in my job description”. Are they excuses or opportunities to eventually motivate the employees?It we all take a magnifying glass and place it over us as we move along in our jobs, we observe how we can make it better.So, you have plans to pursue the human resource management career? Recently, I heard that one of our cherished employees was the backbone of our department. This employee is like the glue that holds everything together. We get reminders to take action on certain projects on a regular basis. As we move through Chapter 4, explore and justify the reasoning behind the Cornerstone of the HRM functions?
The answer is Job Analysis. Job Analysis sparks an umbrella of six alignments
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