HRM 7000 (HRM7000)

Valuing Everyone’s Perspective Equipping employees with the effective tools to engage effectively enables and empowers both employees and managers to resolve conflict constructively. A SMART actionable plan of work positions HR to cultivate a supportive workplace to address concerns immediately and effectively in a way that is flexible enough to acknowledge individual differences and perspectives. Approaching conflict with emotional intelligence increases the chance to create meaningful work...

Commitment to Diversity and Inclusion Diversity comes with conflict because of the challenge for individuals to understand the differences in perspectives and behaviors of others. The U.S. Department of Labor (2019) defines diversity as one of the defining strengths of America and the diversity of its workforce as essential for accomplishing the various mission areas of its organizations. When a business is committed to diversity and inclusion throughout its organizations, they can maximize a w...

Creating the Balance and Sustaining the Competitive Advantage A sound performance appraisal system should be objective, based on job analysis, and based on behaviors relevant to specific functions allowing employees to participate in all aspects of the process, consistent throughout the year, free of supervisor bias, and a formal channel for employees to challenge their performance evaluations (Celik, 2014). Every employee brings unique value to the company and should be treated with the focus ...

Sustaining Value: From Branding to the Bottom Line An effective recruitment and retention plan must create win/win situations within the employer/employee relationship. Over the last five years, RN turnover has become a significant concern because of the lack of knowledge the employers have about the true reasons employees leave their organizations and also because of the lack of initiative and effort to implement effective strategic retention measures to mitigate the risks and impact of turno...

Balancing the Bottom Line Companies are established to be profitable. Therefore, all efforts throughout the organization and the structure of every department impact the bottom line towards success. Business strategies, disruptive innovation, disruptive technology, and any implementation of ecosystems for intensive growth strategies must align to the corporate mission and vision of the company to achieve sustainable competitive advantage. Balancing the expectations of the workforce with the req...

A 90-day plan of work for a newly hired labor relations specialist is critical in helping to clarify tasks and assignments in alignment to the job description. According to the Human Capital Institute, the first 90 days can make or break a new hire’s commitment to the company (Robinson, 2017). The first 90 days is a highly impressionable time where new hires form their opinions about the employer and their experiences directly impact long-term engagement, retention, and performance. In additio...

Best Practices: The Future of Social Media and Hiring Preventing a lawsuit because of the access and misuse of information gathered from social media has become a challenge for human resource professionals to control the hiring process by ensuring only legitimate criteria is being used to make hiring decisions. There is a wealth of valuable information that an employer can legitimately consider from social media sites, such as relevant volunteer work, foreign travel, and language skills. Howeve...

The structure of an HR department depends on factors such as the size of the organization, employer growth, culture, organizational structure, strategy, industry, and client needs. As the needs of the organization grow, the employer may choose to expand the HR department to provide in-depth support to various HR areas of responsibility, such as recruiting, benefits, compensation, and other tasks. Other cost-effective strategies could include outsourcing some HR activities in alignment to the org...