Devry HRM 590 Human Resource Management All Discussions Week 1 to 7

HRM 590 Human Resource Management All DiscussionsWeek 1Week 1: Evolution of Human Resources – Discussion 1HRM Trends (Graded)This course provides a general overview of HRM and its many functions. HRM has transitioned over the last couple of decades from back office support to strategic partner. Review some major trends that have impacted HRM over the last 20 years. What barriers does HRM continue to face today? What will HRM face going forward?Week 1: Evolution of Human Resources – Discussion 2Strategic HRM (Graded)Over the last decade, HRM has made a dramatic transformation in companies. Describe how HRM has changed itself from personnel to human resource management. What strategic changes did HRM make? Provide an example of how HRM is a strategic partner in your current line of work.Week 2Week 2: Human Resources and the Law – Discussion 1Employment Laws (Graded)Research a specific employment law. Thoroughly describe the law and its purpose (do not copy and paste research content; this should be described in your own words). Explain how the law has impacted employment. Do not duplicate law reviews. It is your responsibility to check your classmates’ postings before posting your own.Week 2: Human Resources and the Law – Discussion 2HRM Legal Compliance (Graded)With HRM becoming a strategic partner, this has an additional responsibility to insure legal compliance in HRM practices. Choose an HRM function and identify HRM’s responsibilities related to legal compliance. Review a case study where compliance was disregarded and describe the results. Week 3Week 3: Planning, Job Analysis, and Forecasting – Discussion 1Job Analysis (Graded)After reviewing the Week 2 tutorial, what value does creating task and KSA statements bring to job analysis? Find another job analysis model and thoroughly describe the model (do not copy and paste information; provide a summary). Be sure to check your classmates’ postings before submitting your own – there should be no duplicates. Use the model your current HRM department uses, or find one through research. Be sure to include the source so we may review the model.Week 3: Planning, Job Analysis, and Forecasting – Discussion 2Forecasting and Planning (Graded)As part of the strategic partnership HRM has now formed with the business, we must create an HRM plan that aligns with the company’s business plan. Share all the information you would need to begin creating your strategic HRM plan. Describe how forecasting and planning will fit in your HRM plan. Be sure to link all of your HRM plan components to a business strategy.Week 4Week 4: Strategic Staffing, Socialization, Retention – Discussion 1Strategic Staffing (Graded)Strategic staffing requires planning and forecast. You have been asked to outline a strategic plan for a new retail business. First, what information might you need to plan for this strategic plan? Second, provide an introduction to your strategic plan, which will convince your leadership team that you’re on the right track.Week 4: Strategic Staffing, Socialization, Retention – Discussion 2Employee Socialization and Retention (Graded)Employee socialization is one aspects towards employee retention. Why? Now that you’ve provided a summary of your strategic staffing plan in the first discussion, explain how do you plan to retain employees in a traditionally high turnover industry (more money is not a plan).Week 5Week 5: Performance – Discussion 1Performance Management (Graded)There are many performance management models available. Locate one performance management model and describe the process (be sure to cite your source and do not duplicate models already posted). Please do not copy and paste information, but share the process and description in your own words. Share why you chose this model and the value it would bring to a company.Week 5: Performance – Discussion 2Evaluating Employee Performance (Graded)How do we remain objective in evaluating employee performance? How do we objectively evaluate subjective skills such as communication and performance? What process would you put into place to ensure compliance with objectivity in evaluating employee performance?Week 6Week 6: Compensation and Benefits – Discussion 1Pay for Performance/Salary Decisions (Graded)Most companies have moved to a pay for performance process when making salary decisions. What components would you include in a pay for performance compensation program? Thoroughly substantiate each component. What legal aspects must you take into consideration when making salary decisions?Week 6: Compensation and Benefits – Discussion 2Case Scenario (Graded)As the HR professional supporting a field team, you are reviewing the salary decisions for the company’s annual reviews and pay treatment for one of the manager’s supervisory team. This manager’s supervisory team consists of three Caucasian men, two African-American females, two Hispanic men, and four Hispanic females. You notice that 85% of this manager’s budget dollars have been given to the three Caucasian male supervisors. Would you do anything? If yes, what? If no, why not? Week 7Week 7: Technology and Global HR – Discussion 1HRM and Technology (Graded)Technology was a main contributor to HRM’s change from paper pusher to strategic business partner. Describe how this occurred. Share at least one example where technology has resulted in HRM becoming a strategic partner.Week 7: Technology and Global HR – Discussion 2Global HRM (Graded)We are now in a global workplace. There are no longer boundaries for customers or employees. Describe how this global workplace has changed domestic work environments. Explain how HRM has contributed to the business throughout this cultural change.