What does an EPE of two weeks represent in Acme’s stamping operation? Why do you suppose Acme chose this approach for scheduling and producing stamped parts?
What is the new EPE? Explain the decision making process for the change. How will Acme benefit from this change, and what factors drove the decision(s) to make this change?
You work for a large company that is hiring a social media director, a position the company has not had before. You know that some current employees may be qualified for the new position, so you want to encourage them to apply because they would already have knowledge about the company’s products, services, and culture.
However, in the past few years, despite encouraging applications from current employees, new hires have been external candidates, and you know that some employees who applied for those positions have a little resentment about not getting hired.
A full description of the position, including requirements and salary, is available on many job boards and the company’s website. Applications (résumé and cover letter) must be emailed to h..s@companyname.com by midnight of the last day of next month. Internal candidates must apply in the same way an external candidate would, by submitting their cover letter and résumé.
Write a MEMO encouraging internal employees to apply for the new position. That memo will be distributed to all departments and posted publicly for everyone to see. Note, you should not describe the position in the memo; just refer employees to the complete job description provided on the company’s website. The purpose of the memo is not to announce the position (that’s done on the company website) but to encourage current employees to apply for the position (and refer them to the job announcement on the company website for details).
How much do you rely on communications? When you answer this, consider the number of text messages, phone calls, and e-mails you have either sent or received in the last 24 hours from your computer or smartphone. Is the number any different from one of the days from last week? Do you think you could refrain from sending or receiving any of these types of communication for a day? Why, or why not? How reliant are you on telecommunications? Explain.
You are the Human Resources manager for a large distribution site. Your recent employee opinion survey indicated that overall, employees felt that this was a good place to work. However, recent downturns in the economy have resulted in the loss of large contracts, which provided a significant portion of the company’s revenue. One of the impacts of this revenue loss is that the company will be unable to provide annual COLA or merit increases for the first time in more than 15 years. You have heard rumors from employees close to you that there is talk about unionizing efforts. What guidelines will you develop for supervisors to successfully respond to employee questions about unionization? What can your supervisors say or do legally permissible in this situation? What is a biblical perspective on this situation?
Post a report on the results of testing your multimedia evaluation framework. Identify the target audience and learning objective for which you want a multimedia item. Identify the items you evaluated. Explain how well your items rated for each element in your framework. Which item did your framework indicate would be the best choice? Are you satisfied with the effectiveness of your framework? What were its strong points? What areas might need modification?
Can you please help me with the steps to take to sequentially solve this conflict as far as skills and strategies to apply with the following scenario?
A Global ProTech employee contacts you, her HR professional, because she has a concern about her department manager, who she describes as rude and unappreciative. In addition, the employee expresses that she believes the manager has taken credit for her work on a project. She adds that her manager’s emails are often impersonal, harsh, and curt. She is frustrated and does not know what to do to improve the working relationship with her manager. You also meet with the manager to review the manager’s actions leading up to the meeting, along with the interactions between the manager and the employee. Then, you schedule a meeting with the employee and the manager to assist with managing this conflict situation. You realize that before the meeting, you need to take time to reflect on and plan the meeting agenda and what you will do.
Establishing a branch of a family business in China.
A family-owned carbon steel company from Germany has extended its business to Hong Kong. The owners bought a small traditional Chinese firm and decided to copy the successful structure they had developed at home. This structure was headed by three general managers who equally shared the responsibilities for the business activities of the firm. The consequences were as follows:
1. Now the Chinese employees were assigned tasks by people they have never seen before and whom they did not understand. Many misunderstandings occurred, some were quite costly.
2. The employees back in Europe were only concerned with whether the assigned tasks were completed and did not consider any other obligations to the Chinese employees, such as taking care of the relationships with the Chinese government, banks, etc.
3. Eventually, the local employees became frustrated and were ready to leave the company. The result was that the management model was changed again and a single managing director of the subsidiary was accountable for all business activities in Hong Kong.
Task
a. Which cultural dimension of Hofstede best describes the situation in the case? (2 marks)
b. Explain the identified cultural dimension in the case? (4 marks)
c. How does the identified dimension explained in (a) differ from power distance and individualism vs. collectivism?
(6 marks)
d. State the position of Hofstede’s study on Schein’s concept of culture. (2 marks)
e. Discuss any 2 ongoing critiques of Hofstede’s study. (6 marks)
“You are the new HR Officer at a medium-sized local manufacturer Canadian Corrugated Products [CCP]. A good friend Raj needed a job so you recommended that he be hired into a sales job at CCP. Raj does good work and is like by everyone at CCP. You know that Raj is a bit of a “party animal” and your new attendance tracking software tells you that he is calling in sick regularly on Fridays. Since you can see his social media posts you know that his absences always follow a big night out partying. This is clearly an abuse of CCP’s paid sick leave. You have asked Raj to curtail his Thursday clubbing but it still continues. What do you do?”.
a. List the QUALITY options that exist for you in deciding what to do in this fictional encounter.
b. Identify a place in the interaction where there are ethical considerations for you (HINT: ethical considerations are about doing the “right thing” more than about “doing things right” or “going by the book”).
c. Explain which course of action you would choose from that list of options and explain why.
d. Anticipate and identify any impacts (good and bad) of your decision that should be expected from your chosen course of action. State what those might be and how you plan to deal with them.
Create a Job Matrix (found in your Canvas and also attached in an announcement sent to you on June 17) to help you Develop a Job Description for 3 positions and for each one answer one sentence about:
Why do you need to add a position?
How will this position benefit the company?
What are the required skills or expertise?
Are there gaps on your team or are you looking to backfill?
How much experience should the ideal candidate have?
Is there any related experience that could be relevant?
What are the educational or certification requirements?
Who will this employee report to?
Who, if anyone, will report to this employee?
What personality traits/soft skills do they need to possess?
How do you measure success in this role?
When is the desired start date?
Is this a permanent or temporary job?
Is this role exempt or non-exempt?
What is the current salary range for the position?
Is there an opportunity for a sign-on bonus? An annual bonus?
Are benefits offered, and what does that benefits package include?
Define your candidate application experience. Is your jobs section easy to find on your
company’s website?
Is your job search function easy to use? Does it have filters?
Is your job application mobile optimized (i.e., can someone easily apply on their
smartphone)?
What is the application process? (Does it involve telephone pre-screening, how many interviews, etc.?) Each recruiter and hiring manager must understand the strategy, approach, goals, and what they are expected to contribute.
To ensure a successful hire, everyone on your team must buy into and understand the process, as well as what success looks like. As the person recruiting for the job (whether you’re the recruiter or hiring manager), it’s up to you to ensure that this communication happens.
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