HRMN300 Assignment 1
Question
Assignment 1
Please read ALL directions below before starting your assignment. You
may find it helpful to print a copy and cross off or highlight as you
complete each expectation. Please also take a look at the grading
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Good luck!
HRMN300
Assignment 1 – Spring 2022
INSTRUCTIONS:
• Please
submit your assignment as an attachment in your assignments folder.
• Your
assignment cannot be accepted via messages or email.
• You must
submit to the assignment link by the due date stated in the syllabus for
credit. A missing assignment will be assigned a
0.
• Respond to
all four questions below on a new, blank word processing document (such as MS
Word).
• Develop
each answer to the fullest extent possible, discussing the nuances of each
topic and presenting your arguments logically.
• In
addition, include citations from the class content resources in weeks 1- 4 to
support your arguments.
o
Each answer should be robust and developed in-depth. o You are expected to
demonstrate critical thinking skills, as well as an understanding of the issues
identified. Some questions may also require personal reflection and practical
application. Your responses will be evaluated for content as well as grammar and
punctuation.
o
All writing must be your original work. PLEASE do not copy or quote anything. Sources are just that, a
reference. Once you locate the information, read and interpret the data. What
does it mean to you? Type your own thoughts and own words. Then, include in-text citations to support your ideas.
This is not a research paper.
FORMAT:
o
Include a Cover Page with Name, Date, and Title
of Assignment.
o
Do not include the original question, only the
question number. o Each
response should be written in complete
sentences, doublespaced and spell-checked. Use 12-point Times New Roman
font with 1-inch margins on all sides. Include page numbers according to APA
formatting guidelines. o In
addition, you will want to include citations in APA format at the end of each answer.
Include a minimum of 3 references for each answer.
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Question
1:
A)
Discuss how an organization’s culture can impact
policies and practices related to diversity and multiculturalism.
• How
can HR influence organizational culture to support diversity and
multiculturalism?
• Discuss
at least three policies or practices that HR can propose.
• How
can HR work with leaders to implement these policies or practices?
B)
Evaluate and discuss the diversity practices and
policies of your own organization or one you have worked for in the past. How does the organizational culture influence
diversity and multiculturalism? Provide specific examples, but do not name the
organization.
Question
2:
Some organizations follow a lengthy, complex selection
process, whereas in other organizations the process may be more streamlined.
Some may view the longer and more complex selection process to be more
valid.
A)
What are the advantages and disadvantages of
using a lengthier process versus a more streamlined (shorter) one? Consider the perspectives of both the job
seekers and the organization and the tradeoffs between efficiency and
effectiveness. As a job seeker, what
process would you prefer to follow and why?
B)
Consider the selection process for an
organization where you were ultimately hired.
How would you describe the process from a candidate perspective? Do you believe it was effective? Why or why
not?
Question
3:
Consider a job where you are currently employed, or a prior
job.
A) Perform a job analysis on that
job. What tasks are required? What knowledge, skills, and abilities are
necessary to perform those tasks? B)
Prepare a job description based on your analysis.
C) Assuming the role of a human resource manager, how does
a job analysis help protect the organization from legal issues? How can a job
analysis be used to support recruiting and compensation decisions?
Question
4:
A) What
is the difference between job satisfaction and employee engagement? How are
motivation and employee engagement related to employee retention? What factors (personal, organizational) might
contribute to job satisfaction and engagement? Explain your answers.
B) Think
about a job where you have been employed for many years.
Evaluate your level of
satisfaction versus engagement.
• What
factors influenced your job satisfaction
• What
was your level of engagement in your work?
What factors influenced this?
• What
factors influenced your retention and why?
C) Consider
a job where you had a shorter tenure.
What factors contributed to your resignation and what factors could have
made you stay? Which (if any) were
within the organization’s control?


Solution
HRMN300 Assignment 1
Question 1 part A
The organizational culture plays a
significant role that, to some extent, influences workplace relationships. Due
to the current population growth and global economy, the culture of many
organizations has changed. They seem to impact corporate policies and practices
related to multiculturalism and diversity. Compared to many years back, culture
has significant meaning in today’s workplace. Organizations have utilized it to
stay aggressive in the market in the current working environment. In
addition, the company is now using culture to increase productivity and
creativity (Chapter 3, n.d). Therefore, organizational culture is essential in
today’s organization because when it aligns with the employees, they always
feel valued and supported, thus improving their performance. This means that by
using organizational culture, it can be easier to enhance policies that guide the
conduct of employees by embedding ethical values. It also impacts practices
related to diversity and multiculturalism because it encourages people of the divide
to utilize their skills and knowledge in order to increase the organization’s
relevance and competency.
Human resources practitioners play a
significant role within the organization, including helping the corporation
build and maintain a highly productive corporate culture. In most instances, an
organizational culture founded on a popular and clear set of convictions and
backed by structure and strategy always plays a vital role in an organization’s
success. For instance, HR setting up good corporate culture helps in different
things, such as employees knowing how their senior wants them to react in every
situation within the organization. But to create a strong organizational
culture, HR has to ensure that when hiring, they choose candidates that share the
organization’s values. In addition, HR should ensure that they develop policies
and strategies that promote and reinforce its core objectives and goals.
One of the significant policies that
HR can propose to boost organization culture and multiculturalism is pay and
promotion. For instance, in multicultural situations, pay and promotion
policies are vital because it helps to enhance equality within the workplace.
According to different research, it has been indicated that there is inequality
between men and women when it comes to salary negation. It was noted that women
negotiating pay were eight times compared of men, thus meaning that women were
most affected when it came to salary negotiation instead of men. Another
important policy HR should propose testing, where the test should be directly
linked to the job (Chapter 3, n.d). By guaranteeing that the findings of
personality tests are non-discriminatory, a diagnostic policy could ensure
there is no business. Finally, HR should also enhance a policy that fosters and
empowers each individual to help increase productivity.
In order to make the policies
effective for the organization, HR should comply with corporate objectives in the
most appropriate way. This means that HR should concentrate on both needs of
the company and its staff so that to ensure that the policies are able to make a
change in the company (Chapter 1, n.d). For instance, HR should partner with
the leaders to ensure that they are inclusivity within the organization, as
that will help to build a competitive workplace.
Question Part B
Compensations and benefits,
labor-management interactions, and worker protection are all part of the
diverse norms and procedures of the company where I formerly worked. However, because
of the present trend of globalization, the company where I used to work had to
embrace cultural change to stay aggressive in the market. For instance, the
organization embraced diversity through its culture, which helped boost its
innovation, thus making it remain a competitive advantage in today’s market (Chapter
3, n.d). Also, through its diversity policies, it created inclusive leadership
by bringing people into the company of different gender and ethnicity,
something that has maintained its competitive advantage in the market.
Question 2
The use of a lengthier hiring process
has a significant advantage because it helps the company hire the best
candidate at the end of the process. This is because the employer, through the process,
will be able to know the personality and potential of the candidate in a
detailed manner. Another important factor about the lengthier hiring process is
that the candidate gets enough time to showcase their potential and talents
without time as they always have enough time. But in contrast, having
streamlined, shorter hiring might be a more vital hiring process than a lengthier
one in some aspects. The employer only gets the candidate to start working
without looking at aspects that can be important for organizational goals and
objective achievement. For the Job seekers, the lengthier hiring process may
not be the best for them as it will make them anxious about whether they will get
a job. Thus, for this case, a short hiring process is essential to job seekers
because it prevents them from having anxiety about whether they will get a job.
It also helps candidates seeking a job from taking other offers without getting
the results of other hiring processes.
In the organization where I was
ultimately hired, the job was posted on LinkedIn. After three weeks, I sent my
application to this online service provider and then called for an interview. When
I visited the organization for the interview, it was evident that the corporate
conducted its interview three times at least a month. The three interviews were
conducted in the following way; on the first interview, I met executive members
of the organization, then met the panel of human resources, and finally the
line manager (Chapter 5, n.d). After all the three steps, I was to wait for at
least two months before being called for an assessment that involved a final
interview. After the final interview, I signed the contract with the
organization, thus starting to work with the corporate after one week. The hiring
process took time because it was much detailed, which in my view, was not good
because it created a lot of anxiety for me. To some extent, I preferred a shorter
hiring process than this one because it was a bit draining in terms of resources
and anxiety because I was to spend a lot of money to attend interviews. But
based on the ability of the interview, I think the process was effective because
the question that was asked was meant to test individual emotional intelligence
and cognitive ability.
Question 3
There were various tasks required to
complete as an employee in my previous job. Given that the organization was a
tech company, the task required maintaining customer focus and solving
technical issues. The depart I was working in was the technical Centre, where
the task required was to analyze and perform repairs related to operating
issues and their peripherals. From the task required in this job, the
individuals required to qualify for the job had innovation capability and a
knack for problem-solving. Also, to perform the tasks effectively, you needed
to have strong people skills and the ability to adhere to a schedule of customer
appointments. Innovation was another vital ability because the organization was
a tech company, and technological changes were happening on a daily basis
(Shrm, 2021). Due to these unique tasks required to be completed within the
company, it embraces diversity and multiculturalism to get the employees that
are talented, innovative, and competent at the workplace.
Based on job analysis, it is clear
that the company’s main mission is to ensure that its consumers get the best
products in the market. Thus, to qualify as a technical Centre employee, you
need to have excellent prioritization skills and the ability to make decisions
quickly. The job also requires an individual to have a degree in technical
courses like engineering to complete some technical tasks highlighted in the
job analysis. It is also significant that as an employee, there is a need to
embrace teamwork to help achieve the organization’s mission, which is focused on
ensuring the employees have great experiences with their products and services.
Having job analysis is crucial to you
as HR because it helps you protect the organization from legal issues and boost
its performance. For instance, with strong job analysis in HR, you can be able
to recruit, develop and even fire employees based on their job performance but
nothing else. That will make you, as an HR, avoid factors that can lead to
legal issues to organization employee discrimination (Chapter 2, n.d). Also, looking
at the views in the job analysis, it is clear that it serves as a foundation
that can help HR select the right people for an organization in terms of
cultural fit and job fit, thus avoiding legal issues going in the future. Furthermore,
the job analysis can be used in recruitment because by using it as HR, you can
determine what kind of personnel is required to perform a particular task
within the organization. It is usually beneficial to emphasize the skillset and
personal talents required to complete the work in the desired manner. On the
other hand, it helps determine appropriate compensation levels by identifying
the skills needed.
Question 4
The difference between job
satisfaction and employee engagement is that job satisfaction is achieved when
workers are motivated by external factors such as promotion and salary. On the
other hand, employee participation arises when employees are encouraged by
deeper sources of incentive, such as becoming the greatest in their area. Motivation
and employee engagement always make the employees satisfied and eventually
ensure they are retained at the workplace. For instance, motivation always acts
as a catalyst to an individual’s success; thus, its involvement within the
organization helps boost their retention (Hill, 2019). In addition, engaged
employees are more inclined to remain with their company since they continually
believe the company cares about them. I think the two personal factors that
might contribute to job satisfaction and engagement include culture and
advancement opportunities. This is because the factors motivate the employee to
embrace diversity so that they can acquire more skills that will give them a
chance for promotion.
Various factors contributed to having
that long time there in the job where I stayed for many years as an employee.
For instance, some of the factors that influenced my job satisfaction included
the company’s pays for performance strategies. When the organization delegated
a task to me and completed it on time, I was able to pay based on performance,
which influenced me to stay at the company due to satisfaction (Chapter 6, n.d).
On the engagement level, I was highly engaged with my job, which enabled me to
connect with my teammates and stay positive all the time to achieve
organizational goals. The factors that influenced my enthusiasm for engagement
in the company include compensation and promotion, which motivated me to engage
in the aspects that were meant to make an organization successful. More
importantly, my long-time retention in the company was influenced by the
organization’s culture, working environment, mission, and values, as they
aligned with my job passion. The organization also had essential benefits such
as compensation and performance appraisal that motivated them to stay in the organization.
In my previous job, I had short
tenure before resigning due to various factors such as feeling undervalued and
limited growth. The employer was not motivational, thus feeling that the
company never cared about my employee’s needs. As a professional, I desired to
grow, and the lack of growth opportunities derailed my motivation to stay in
the company. But the other side, if the corporation had recognized my hard work
and acknowledged it, I would have remained because that is a motivation that the
employer values me (Chapter 7, n.d). Also, cultural value and inspiration would
have also contributed to my stay in the company, as with that, I would have
felt motivated. Although all these factors were not within the organization’s
control, it was still focused on traditional leadership.
References
Chapter 1, C. (n.d). The
Role of Human Resources. Human Resource Management Day to Day.
Retrieved April 12, 2022, from.
Chapter 2, C. (n.d).
Developing and Implementing Strategic HRM Plans. The Value of Planning.
Retrieved April 12, 2022, from.
Chapter 3, C. (n.d).
Diversity and Multiculturalism. Hiring Multicultural. Retrieved
April 12, 2022, from.
Chapter 4 (n.d). Recruitment. Keeping
Up with Growth. Retrieved April 12, 2022, from.
Chapter 5, (n.d).
Selection. The Interview. Retrieved April 12, 2022, from.
Chapter 6, (n.d).
Compensation and Benefits. Matching Compensation with Core Values.
Retrieved April 12, 2022, from.
Chapter 7, (n.d).
Retention and Motivation. Dissatisfaction Isn’t Always About Pay.
Retrieved April 12, 2022, from.
Hill, B. (2019, March
07). What are the factors affecting job satisfaction? Retrieved April 12, 2022,
from https://smallbusiness.chron.com/factors-affecting-job-satisfaction-20114.html
Shrm. (2021, July 22).
Job analysis. Retrieved April 12, 2022, from https://www.shrm.org/resourcesandtools/tools-and-samples/hr-glossary/pages/job-analysis.aspx




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