Bcom 275 Week 3 Individual Assignment Of Duty
Human Services Competencies Questionnaire
You have been asked by your supervisor to help develop a questionnaire that will be used to determine the competencies of human service professionals applying for a position with your human service agency. Your supervisor has already developed five questions for the questionnaire listed below. You have been tasked to create five additional questions that will help address the following:
•The applicant’s method for handling ethical issues.
•The applicant’s plan for staying current in his or her area of expertise and for receiving continuing education.
•The applicant’s approach to boundaries and multiple relationships.
•The applicant’s commitment to multicultural competence.
After creating your five additional questions, your supervisor has asked that you test the questionnaire by creating complete and detailed responses, as if you were one of the professionals applying for the position, to all 10 questions.
Complete the questionnaire, utilizing complete and detailed responses, as if you were one of the professionals applying for the position by answering ALL 10 questions.
•How would you describe the purpose of boundaries within the field of human services?
•How do you know when someone is demonstrating multicultural competence?
•What is the first thing you do when faced with an ethical issue in your field of practice?
•Would you describe yourself as having professional competence? Why or why not?
•Which of the professional Codes of Ethics do you follow? How do you apply them to multiple relationships for human service workers?
HRM/300 - Week 5
Everything listed for this week is included in purchase!!
All Week 5 Tutorials Included!! A+ Work!
Salary Threshold Legislation Review
Includes Option#1 - 730 words!
Includes Option#2 - 692 words!
Includes Option#3 - 781 words!
FLSA - On December 1st, the federal annual salary threshold for employees exempt form overtime pay will double, increasing from $47,476 from $23,660. Employees who make less than the threshold must be paid time-and-a-half for any hours worked beyond the 40-hour workweek. Many employers will not be able to increase salaried employees' pay to the new higher amount so those employees will become exempt.
Answer the following questions in a total of 525 to 700 words:
• How can employers deal with employees that may feel hurt and underappreciated
when they are switched to non-exempt.
• What will the recruiting challenges be?
• What will the work-life balance challenges be? (telecommuting, flexibility)
Click on the Assignment Files tab to submit your response.
SupportingMaterial: Salary Threshold Legislation Review Grading Guide
Trends in HR Management Analysis
Includes Option#1 - 803 words!
Includes Option#2 - 1,126 words!
Includes Option#3 - 1,015 words!
Includes Option#4 - 1,133 words!
Analyze the following trends in HR over the last 10 years in 700 to
• Employee experience (culture, work-life), engagement
• Data (tracking turnover, performance, attendance, etc.)
• Performance - going away from ratings, social performance
• Increased need for data and analytics tools
• Five generations in the workplace (focus on millennials)
Summarize the impact of these trends in HR Management.
Cite outside sources according to APA formatting guidelines.
Click on the Assignment Files tab to submit your analysis.
SupportingMaterial:Trends in HR Management Analysis Grading Guide
HRM/300 WEEK 5 Class Discussion Questions
All Class Discussion Questions include 3 alternate Answers!A+ Work!
Provide a brief outline of what Managers can and cannot do with respect to Recruitment, Selection, Promotions, and Layoff Practices.
EEOC ENFORCEMENT PROCESS
Describe the EEOC Enforcement Process. Many organizations do not have an HR organization so employees often feel there are no Options.
EXAMPT AND NON-EXEMPT
Please describe the difference between Non-Exempt and Exempt jobs? Provide an example of each.
FACTORS – PAY RATES
Please identify the Four Basic Factors Determining Pay Rates.
UNION DRIVE AND ELECTION
Describe tactics the Union may use during a Union Drive and election. Does your organization have a Union?
What is the Grievance Process? Who participates in the process? Provide examples of Do's and Don'ts
PROCESSES – IMPASSE MEDIATION, ARBITRATION, STRIKES
Define Impasse Mediation, Arbitration, and Strike and techniques to overview an Impasse. Have you participated in any of these processes? If so, please describe.
FINAL EXAM SET #1
PART I: Complete the following questions by responding True or False. Please highlight your answer choice.
- Quality management is an organizational commitment to continuous process of improvement that expands the definition of customer to include everyone involved in the organization.
- Health insurance and retirement plans are examples of voluntary benefits.
- A SWOT analysis is a process for determining an organization’s core competency.
- The Age Discrimination in Employment Act of 1967 protects only employees over 55 years of age from discrimination.
- Affirmative action is a practice in organizations that includes actively seeking, hiring and promoting women and minorities to correct past discriminatory injustices.
- Career development has a shorter time focus than employee development.
- The Privacy Act of 1974 requires federal government agencies to allow anyone to have access to individual personnel files and there is no individual consent needed.
- Three basic methods of job evaluation are currently in use: ordering, classification, and point methods.
- HRM activities are mildly affected by what occurs outside the organization.
- The fact that organizations are no longer constrained by national borders illustrates that the world has become a global village.
- The bulk of cross-cultural training is language training.
- Continuous improvement programs aim at constantly improving the quality of products and services.
- The Fair Compensation Wages Act passed in 1963 and mandates that organizations compensate men and women doing the same job in the organization with the same rate of pay.
- Probably one of the most complex functions of international human resource management is the design and implementation of an equitable compensation program.
- Most organizations take a ‘melting pot’ approach to diversity.
PART II: Complete the following multiple-choice questions. Please highlight your answer selection.
- Which of the following is not a key ingredient to design an effective team appraisal system?
- Performance-based rewards are considered to be:
- HRM typically provides which of these types of training to temporary employees?
- Which of the following describes the “Strategy” phase of the strategic planning process?
- Studies on the benefits of job enrichment as a reward are inconclusive on which of these dimensions?
- During a job analysis, which of these tasks are performed?
- Which of the following is the most widely used individual incentive plan?
- Jason, a satellite architect, accepted an overseas assignment for his company when the company agreed to provide a car and chauffeur, a beach villa, a sailboat, and a lump sum payment of $600,000. What kind of pay factor was used?
- Lee, an account manager for a large IT provider, has set his quota for next year 20% higher and decided to improve customer satisfaction quality by 10%. What MBO step was Lee performing?
- How has technology changed HRM practices?
- Cultural sensitivity is most often taught to employees before overseas assignments through which of these techniques?
- External HRM influences are categorized into the general areas of……
- Which of the following is not true regarding employee training?
- Charles, director of training for a large organization, is looking at the completion rates for the annual clerical training program that is required for promotion to advanced clerical worker. The information presented shows figures for these groups of employees: Caucasian; Hispanic; African American; Asian; Other. What kind of HR report is Charles studying?
- The selection process may include all of the following steps, except:
- The invisible barrier that blocks females and minorities from ascending into the upper levels of an organization.
- Successful recruiting efforts are indicated by all of these outcomes, except:
- Who should make the actual hiring decision?
- Meeting with a group of employees to collectively determine what their job entails.
- The varied personal characteristics that make the workforce heterogeneous.
- As the assistant of the HR manager, you are updating and rewriting the employee handbook. Which of the following is not a key ingredient of an effective employee handbook?
- Maizie, a charge nurse in a large hospital, is frustrated with a phone call. She is thumbing through Joe’s file, looking for a patient consent signature before she can answer questions from Joe’s secretary, “How is Joe?” What health issue is relevant to Maizie’s predicament?
- Process of discovering potential candidates for actual or anticipated organizational vacancies.
- Which of the following is not a step in a job analysis process?
- Which of the following is the arm of the federal government empowered to handle discrimination in employment cases?
FINAL EXAM SET #2
- Which of the following provides the best description of downsizing?
- Which of the following is not true regarding workforce diversity in the United States?
- Work process engineering is:
- HRM typically provides which of these types of training to temporary employees?
- Employee involvement requires extensive additional HRM activity in which of these areas?
- Ethics refers to:
- Today, the percentage of minority managers in the United States is approximately:
- David conducts new employee orientation for a large organization. His work is within which basic HRM function?
- HRM consists of the following four basic functions:
- Which training and development activity focuses on system-wide changes?
- Which of the following is not an external influence that affects HRM?
- Which of the following is not true regarding the maintenance function?
- Which of the following is not true regarding Title VII of the Civil Rights Act of 1964?
- Which of the following is not true regarding affirmative action plans?
- Dan, an HR recruiter, just returned from a trip to his alma mater, an exclusive east coast men’s school. He visits 12 schools a season. He just hired 75% of his new hires for this year. Dan’s firm is an EEO employer. Is there a problem?
- Larry, confined to a wheelchair since his accident, has been denied a job as a data clerk because the workstations are too small to accommodate his wheelchair. Can he sue under the ADA?
- A security company instituted a 5’10’’ height requirement as a condition of employment for security guards. Such a height requirement is likely to create:
- Which Supreme Court case made invalid any test or diploma requirements that disqualified African Americans at a substantially higher rate than whites if the differentiation could not be proved job related?
- Which of the following act allows employees to retain their employer-offered health insurance coverage while taking unpaid leave for family matters?
- Ted, an HR executive, is attending a conference. Topics include specific mentoring assignments for potential executive candidates, job options that enhance promotion potential for traditionally underrepresented candidates, and the value of diversity at all levels of an organization. What is the conference focus?
- Which of the following is not a law affecting employee rights?
- Dwayne worked for a 500-employee manufacturer in the rust belt. The company closed his plant with no advance notice to employees as it failed and applied for bankruptcy. He showed up for work one Monday and saw a sign on the fence announcing the plant closing and the bankruptcy. What protection is Dwayne given under W.A.R.N.?
- Research studies suggest that
- Elizabeth works for a large appliances store in the Midwest. She has heard a rumor that employees are filmed in the restroom. Can this rumor be true?
- Serena was fired for refusing to sign her name to a time card that she knew was inaccurate. What type of wrongful discharge suit could she file?
- The steps of the strategic planning process, in order, are:
- 27. During a meeting Julandre, a top executive at XYZ, Inc. made a presentation about the organizational strengths that represent the firm’s unique skills and resources. Julandre insisted that these organizational strengths should give XYZ, Inc, a competitive edge in the future. What was Julandre referring to in this meeting?
- Which of the following is not true regarding recruiting?
- Paul has successfully completed the initial screening phase of the selection process. What is his next step?
- Which of the following is not true regarding career development in today’s contemporary organizations?