hmrn 300 assignment 1

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Feb 20, 2024

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Imala Moore Adusei 2.6.2024 HRMN 300 Assignment 1

Question 1:The role of Human Resource Management (HR) has changed tremendously over the past few decades. There are many factors that can impact the company’s policies and practices. The root of this solution comes down to diversity and multiculturalism in the workplace. There are many ways for HR to bring multiculturalism and diversity into the workplace. Organizations tend to trust on a diverse workforce to improve their brand to its customers in the market area (Juneja, n.d.). most of these customers are more likely to buy the products of a company if it has a supporting diverse workforce hence, increasing revenue for the company. Businesses tend to use this for its business strategies. There are many factors that impact diversity for a company. These impacts are the different groups of people in the company. These can be applied to age, gender, religion, or even education (Sims & Bias, 2019). But having these factors creates a full diverse workforce. Some practices HR can propose to include diversity and multiculturalism would be establish a sense of belonging for everyone, maximize connection but minimize fear, conduct training exercises for staff (Introduction to Working With a Diverse Workforce | Human Resources Management, n.d.). Leaders in HR can implement these policies by starting at the hiring stage. Conducting connected interviews and ensuring leadership diversity qualities in a new employee can ensure the better leadership style to ensure diversity in the workplace. Another way leaders can ensure these practices is personal training for its employees about the diversity and culture in the workplace. Not only would this educate them more on diversity, but also make them feel more included in their jobs. In my past workplace, they included much diversity. The company held company outings and had personal training sessions every year to connect more with our leaders.

. This helped bring different backgrounds and cultures to the workplace. I think the pros of these methods were us as employees felt welcomed and equal in the workplace. This taught everyone that not 1 person is better than the other based on their color or religion. The only con with these methods is not everyone wanted to take the time out to be involved in some of the meetings or outings. This put a damper on 1 person’s motivation in the workplace. Question 2: There are many differences between on concepts of a company implementing diversity vs multiculturalism. One of the key differences is that diversity focuses more on the individuals age, religion, education, gender. But there is much more than that. When talking about Human Resource management (HRM) perspective on diversity, they tend to focus more on a specific set of policies and practices to meet a specific standard. This standard is by the Equal Employment Opportunity Commission (EEOC). The EEOC overseas all the complaints in this area dealing with diversity in the workplace (Overview, n.d.). Multiculturalism tends to focus on inclusion and understanding in the corporation. The key takeaway of a company that promoted an organization focused on compliance vs multiculturalism would be understanding. A company that focused primarily on compliance would have more of a direct approach with less respect and care then a company that promoted multiculturism. A company that promoted multiculturalism would keep a more respect level and understanding of its employee’s needs. This goes deeper into having a closer relationship with your managers then an objective that must be met at all costs. Question 3: In the past two jobs I’ve had, I was recruited via an advertisement for the job and the second job being through LinkedIn. Some of the pros for recruiting for LinkedIn was many people applied to this job. The pro for using a paper advertisement on campus was many students can see a job opening on campus that shared friendly hours and advertisements of the job

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description itself. The cons of these 2 job recruitments are many people apply. The traffic coming in with applications and resumes can be overwhelming for a job to eliminate the top candidates. The process of the jobs consists of an application submission, an interview with the hiring manager, and a meeting with HR to set payroll, then finally training. I think the effectiveness of this process can be improved. In the training, we had a group of people with 1 person leading the training. It would be much more effective if the training was solo with another upper employee to show the candidates respect and care for each one’s abilities and tasks, they can complete in the training portion. Everyone was treated the same way. This moved a damper on some applicants. Legally, this held up for paid training and completed task of payrolls job in ensuring a secure setup to pay the employee. Overall, I think this process was effective in some ways, but needed improvement for the training portion of the hiring process. Question 4: There is a difference of employee engagement and job satisfaction. Employee engagement refers to how much he or she is engaged in the company’s work. Some employees are willing to workday and night for the company when others might join the company only for a salary. It is very crucial to keep your employees engaged in the work that is more productive to provide the company and the employee both satisfactions. Job satisfaction often means the employee is or isn’t happy with their job in the company. If the employee isn’t enjoying the job, this would lead to lack of work, tardiness in the workplace, and even the employee leaving the job (R, H., 2022). These relate to employee retention because if the employee isn’t satisfied or engaged in its work, they could leave the company. With satisfaction in the company, the employee feels as though the company cares about them, which brings growth in the company. The highest retention factors would be people and culture (Need and Importance of Employee Retention, n.d.). With these factors, If the employee isn’t engaged

or satisfied with his or her job, she/he would leave. Then the company goes under for their employees. With a bad work diversity or culture, employees will tend to feel not connected in their jobs leading to a higher retention rate in the company. In my previous work, there was many factors that made me happy with my job. One of the biggest factors was the engagement in work and the relationships with my boss and coworkers. The level of engagement in my work was outstanding. There were always tasks to do but also appreciation on completing these tasks. Completing them made us workers feel great because we did something to benefit the company and was praised for it. One factor that influenced my retention was the start of the hours put in to work. The job became less work and more boring to do. There was not enough engagement towards the end on my employment to continue with the company. The factors that made me stay were the level of respect and understanding of my bosses and the feeling that I was helping people. Making the difference in others lived made me continue the job. As time went on, less people came for help, and this wasn’t the company’s control. But the workload got lesser and lesser by the day to where engagement was shortened. Question 5: There are a few metrics I would look at when evaluating employee retention. The first metric I would look at is employee turnover (Britt, 2022). This metric would show how many total employees have left the company in a certain period of time. This metric is important as a manager to pay attention to. You do not want more people leaving the company then you do stay. This means there is a retention in the company that needs to be solved. Without employee turnover, the company can have reduced morale and divert attention from meeting its goals (Luther, 2021). The second metric I would look at is Time. Time would determine if the company were hiring at the correct time frame they should. Hiring too early or too late can turn into a higher employee retention rate. The last metric I would look more into would be the

economy itself. Knowing when it is good in the economy or bad, the pay rates, and inflation, can overall determine the company’s retention rates. A rewards program is important for employees to have. A reward program gives an employee more of the feeling to stay with a company. The proper compensation and benefits would motivate people for a long and short term (Compensation and Benefits, n.d.). With this motivation employees will stay with the company longer. As a Human Resource Manager, I would ensure my company has a strong compensation and rewards program to ensure the correct motivation and satisfaction of our employees. References

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Britt, H. (2022, May 27). 6 Metrics For Recruitment Funnel Effectiveness. Vervoe. Retrieved September 14, 2022, from https://vervoe.com/recruitment-funnel-metrics/ Chapter 6 "Compensation and Benefits " in Human resource management. Retrieved from http://www.saylor.org/site/textbooks/Human%20Resource%20Management.pdf David Kimball. (2016). Cases in Human Resource Management. SAGE Publications, Inc. Retrieved from https://resources.saylor.org/wwwresources/archived/site/textbooks/Human %20Resource %20Management.pdf Introduction to Working with a Diverse Workforce | Human Resources Management. (n.d.). Retrieved September 13, 2022, from https://courses.lumenlearning.com/wm humanresourcesmgmt/chapter/introduction-to-working-with-a-diverse-workforce/ Luther, D. (2021, June 11). 12 Employee Turnover and Retention KPIs to Measure in 2021. Oracle NetSuite. Retrieved September 14, 2022, from https://www.netsuite.com/portal/resource/articles/human-resources/employee-turnover kpis- metrics.shtml Need and Importance of Employee Retention. (n.d.). Retrieved September 14, 2022, from https://www.managementstudyguide.com/importance-of-employee-retention.htm Overview. (n.d.). US EEOC. Retrieved September 13, 2022, from https://www.eeoc.gov/overview Sims, R. R., & Bias, S. K. (2019). Human Resources Management Issues, Challenges and Trends: “Now and Around the Corner” (Contemporary Human Resource Management Issues Challenges and Opportunities). In No Title. Information Age Publishing. https://eds-s-ebscohost- com.ezproxy.umgc.edu/eds/ebookviewer/ebook?sid=f02fc0de 22b8-4c25-a0ad-1a1294a189bc %40redis&ppid=pp_v&vid=0&format=EB

he role of Human Resource Management (HR) has changed tremendously over the past few decades. There are many factors that can impact the company’s policies and practices. The root of this solution comes down to diversity and multiculturalism in the wor 2

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2 Question 1: The role of Human Resource Management (HR) has changed tremendously over the past few decades. There are many factors that can impact the company’s policies and practices. The root of this solution comes down to diversity

and multiculturalism in the workp 2 Question 1: The role of Human Resource Management (HR) has changed tremendously over the past few decades. There are many factors that can impact the company’s policies and practices. The

root of this solution comes down to diversity and multicult 2 Question 1: The role of Human Resource Management (HR) has changed tremendously over the past few decades. There are many factors that can impact the company’s policies and practices. The

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root of this solution comes down to diversity and multiculturalism in the workplace. There are many ways for HR to bring multiculturalism and diversity into the workplace. Organizations tend to trust on a diverse workforce to improve their brand to its customers in the

market area (Juneja, n.d.). most of these customers are more likely to buy the products of a company if it has a supporting diverse workforce hence, increasing revenue for the company. Businesses tend to use this for its business strategies. There are many factors that impact

diversity for a company. These impacts are the different groups of people in the company. These can be applied to age, gender, religion, or even education (Sims & Bias, 2019). But having these factors creates a full diverse workforce. Some practices HR can propose to include diversity and multiculturalism would be

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establish a sense of belonging for everyone, maximize connection but minimize fear, conduct training exercises for staff (Introduction to Working With a Diverse Workforce | Human Resources Management, n.d.). Leaders in HR can implement these policies by starting at the hiring stage. Conducting connected interviews and

ensuring leadership diversity qualities in a new employee can ensure the better leadership style to ensure diversity in the workplace. Another way leaders can ensure these practices is personal training for its employees about the diversity and culture in the workplac

hmrn 300 assignment 1

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