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Assignment Questions

Human Resouces Management

Discussion 1: Psychological Contract Part 1 – Based on your experience observing coworkers, friends, and relatives, identify a reason that people may be interested in a given job opportunity, briefly explaining why it is an important factor for some people. Secondly, identify a reason why people leave their jobs and explain why that reason is important to some people.

Discussion 2: Psychological Contract Part 2 – When people apply for a job, what do they typically take for granted that will be a part of the employment situation? Generally, what things to we assume about employment that we tend not discuss or negotiate in advance? Why?

Discussion 3: Why We Hate HR – There are several tensions discussed in Hammond’s article, Why We Hate HR. Identify one and critically discuss it (What is correct? Why? What is incorrect? Why? What does Hammond assume? Legitimate? etc.)

Declare Outside Reading Selections – Request your instructor’s approval for the books that you intend to read for your outside reading critique assignments. Please submit a link to the books’ web page at either www.Amazon.com or www.BN.com (Barnes & Noble). This assures that your instructor will be approve the same publication that you have in mind and will facilitate quicker turn-around of your approval.

Declare Topic for Debate Paper – Request your instructor’s approval for your choice of topic for the debate preparation assignment.

Respond to this student?s post – Based on your experience observing coworkers, friends, and relatives, identify a reason that people may be interested in a given job opportunity, briefly explaining why it is an important factor for some people. Secondly, identify a reason why people leave their jobs and explain why that reason is important to some people.
Based on the experience from observing other people, I feel its maybe because of job advancements opportunities, better paying jobs or relocation because of a change in family size and needing more money. Maybe the place they’ve worked for many years closed; I know for me, I worked for a non-profit organization for almost ten years and a scandal broke out involving money and then it was closed, I was faced with not having a job! Many companies have either closed their doors due to many situations! I would leave my job if I find that those for which I work for are making unethical decisions, or if I wanted more opportunities. Who wants to be at a job where they’re stuck doing the same job for many years, no change, no advancements…nothing so I feel these are the reasons for which I identify why people leave their jobs!

Respond to this student?s post – In my own experience in accepting job offers and being on the other end as a recruiter, I see a number of things not discussed that should have been prior to accepting a position. Training is a big topic that I think should be a normal thing to discuss with a recruiter. What are the expectations in the first 30, 60, and 90 days of employment? What is the learning curve? How long is the probationary period for a new hire? What kind of training is offered and in what type of schedule? The reason this is so important for both the new hire and employer is because everyone has a different learning style and expectations. It is important that the employer hires someone who will be a good fit and it is important for the new hire to understand the employer?s expectations so they can also determine if it is a good fit.

Respond to this student?s post – The tensor that caught my eye is the idea is that HR isn’t working for you, as it seems they would be. In other words not doing what is best for you, the employee. All they have in mind is themselves, doing what is best for them, that is protecting themselves from their employees. HR makes it easy to get drawn into the possibilites of working in a place where HR not only won’t look out for the employees, but they just look out for themselves. If the employees learn the concept of open mindedness and that there are always possibilities in order to achieve the better policies, because in reality HR is a threat when it comes to the company and the professionals.
The incorrect factors are HR doesn’t always make exceptions when it comes to having their employees in mind, but in fact with the company in mind, to drive the business. HR should treat their employees equally, just as they treat everyone else. This is how employers keep their employees, by showing them how they matter and is a piece of what keeps the business up and running. HR would come across as a better running department if they were to have the same goal as employers, to show they value their employees and place focus on acknowledging goals accomplished and rewarding them for those accomplishments.
On a positive note, the correct factors are HR matters and their asset is the soft spoken approach they put to use when training, developing and designing their level of committment.
They address the needs of employees, while haivng a caring and trust worthy nature.
Hammonds made the assumption that that when it came to HR they were responsible for the negativity and are interested in courses aimed towards successful workplacecommunication. However, it comes down to the facts that HR won’t make for good business workers, and aren’t good at facing challenges. Both of these workplace values just arent good not to have when it comes to working in the business field.

Textbook for the course is Noe, Raymond A., et.al. (2013). Human Resource Management (8e). McGraw-Hill Irwin.

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