Human resource management

Discussion 1 — Benefits of Training and Return on Investment (ROI) Strategies Use at least two resources from the class.

Companies are looking to cut costs. Unfortunately, some of the first cuts are felt in the training department. If you were a manager of a training division, how would you present your “Return on Investment” case that training is an important entity to your company?  Support your position with at least one scholarly source (provide citation).

Discussion 2 – Reflection on Course Outcomes

Since we are at the end of this class, this is the perfect time to reflect upon the achievement of Course Outcomes. Please review the syllabus for the list of course outcomes.  Considering the activities, assignments, etc., what course outcome has been most useful? What is one of the most surprising and/or valuable thing(s) you learned from this course that you did not know before or that you did not know you would study? How will it help you in the future? What would you recommend as an activity/assignment (or an improvement to an existing assignment)?

Discussion 3

As you read chapter 6 of your text, reflect on your own writing skills. How did you learn how to write? In your response, briefly describe your writing strengths and weaknesses and then describe the steps you plan to take to bolster your strengths and turn around your weaknesses. Be specific. Be sure to respond to the postings of at least 2 of your colleagues.

Discussion 4

Conduct a brief internet search and locate a piece of business writing. Be sure to provide a link to the page for us. Develop and share your in-depth analysis of the writing using the 8 Elements of Communication discussed in chapter 4 of the text. Respond to the ideas shared by at least 2 of your colleagues.

Discussion 5:

Assume you are employed as an HR manager for a large retail clothing store. You are tasked with hiring a sales clerk for an open position.  The ideal candidate for this position will possess the following factors:

  1. Have at least a high school education (bachelor’s or associate’s degree desirable).
  2. Have experience as a sales clerk or in a related field (such as customer ser
  3. Ability to work with currency and balance a cash drawer correctly.
  4. have good communication skills (for example, speak clearly, make good eye contact)

5: Have good interpersonal skills (for example, demonstrate patience and flexibility and develop rapport easily).

5: Have good selling skills (for example, ability to influence, persuasiveness).

  1. Be motivated to work.

Part A: Evaluating Selection Methods

Identify which selection method (e.g., résumé, interview, test, role-play exercise, reference check or personality inventory) you would recommend for each of the six factors listed below. You can use the same selection method more than once if you believe it is appropriate for more than one factor.

  1. Education – selection method: _________________________________________

Justification:

  1. Work experience – selection method: _________________________________________

Justification:

3 Ability to work with currency – selection method: _____________________________

Justification:

4.Communication skills – selection method:  ___________________________________

Justification:

  1. Interpersonal skills – selection method: _______________________________________

Justification:

Work motivation – selection method:  _________________________________________

Justification:

2007 SHRM. Marc C. Marchese, Ph.D.

Part B: Evaluating a Selection System

There are different ways to ensure that a selection system is working. One important method focuses on legal compliance.  As indicated in the reading material, there are two types of discrimination: disparate treatment and disparate impact (also known as adverse impact).

Disparate treatment discrimination refers to treating applicants differently based on a protected characteristic (for example, age, sex, national origin, religion). Disparate impact discrimination may be unintentional because the intention was for all applicants to be treated equally; however, this equal treatment had an unequal effect related to a protected characteristic. The most common approach to identify adverse impact is to apply the four-fifths rule. The four-fifths rule states that adverse impact exists if the selection ratio of the minority group is less than four-fifths (or 80 percent) of the selection ratio of the majority group. The simplest way to calculate adverse impact is to divide the selection ratio of the minority group by the selection ratio of the majority group. If the result is less than 80%, then adverse impact exists.

The retail clothing store collected the following hiring data over the past seven years for Department Manager positions:

Males applied:  75; Males hired: 15

Females applied: 115; Females hired: 20

Caucasians applied: 150; Caucasians hired: 30

Minorities applied: 40; Minorities hired: 5

Calculate the selection ratios for the two groups:

Males: —————-

Females: ————–

Minorities: —————-

Non-Minorities: ___________

Does adverse impact exist when you compare the minority applicant pool with the non-minority applicant pool?  Does adverse impact exist when you compare the female applicant pool with the male applicant pool? Show your calculation for both questions.

2007 SHRM. Marc C. Marchese, Ph.D.

Part C: Evaluating a Selection Process

Think about the concepts of reliability and validity in the context of the selection process. Describe what each one means, why it is important, and provide an example.  How are reliability and validity related to each other and why is important for a selection process to be both valid and reliable?

You may use a word document if you like or provide your answers in the content of your response window.

Be sure to provide the references for the sources of the information you used to inform your analysis including the material provided in the classroom.

Discussion 6: Application

Read the Module 3 Case and in-depth scenario 1. Draft a 1 – 2 page (double-spaced) memo to the founders of HSS to address the issues with the selection practices. Specifically, include a) a discussion of the reasons why a selection strategy is necessary to hire the best candidates; b) an explanation to the founders regarding how the selection process should be based on valid and reliable selection criteria, including some examples; and c) a discussion of the selection criteria and methods that could have been used to avoid hiring the wrong candidate for the marketing manager position.  You may use a word document if you like or provide your proposal in the content of your response window.