CHAPTER 2 Strategic HRM, Data-Driven Decision Making, and HR Analyties59HR REASONING AND DECISION-MAKING EXERCISESMINI-CASE ANALYSIS EXERCISE:ORGANIZATIONAL CULTURE AND THE SUCCESS OF HR ANALYTICSChapter 1 discussed the importance of organizational culture in relation to HRM. Specifically, the chapter reviewed a popularorganizational culture typology called the Competing Values Framework, which characterizes different culture types by theiremphasis on either collaboration, creating, controlling, or competing. The culture types are as follows: clan, adhocracy, market,and hierarchy. Given what you learned in this chapter about HR analytics and data-driven people decisions, consider how the dif-ferent culture types might influence an organizations acceptance of HR analytics.Now, you decide:1. For which organization culture type do you think HR analytics will best integrate? Is there an ideal culture type to supportHRanalytics? Why?2. Which organization culture type will be least likely to accept HR analytics as a viable part of the organization's strategy?Why?HR DECISION ANALYSIS EXERCISE: THE CASE OF GRAVITY PAYMENTSThe CEO of Gravity Payments, Dan Price, made national headlines in 2015 when he announced that he would be increasing allemployees' annual pay to $70,000 over the course of several years. Price had read a study that showed that emotional well-beingimproved as income increased, up until about $75,000 a year, and he was inspired to raise his employees' pay with the hope thatit would lift their emotional well-being. Reportedly, he moved very quickly when making this major decision. In the months thatfollowed his compensation announcement, Price was both cheered and jeered. His supporters touted his inspirational message,while his critics argued that it was all a publicity stunt and questioned his motives. In addition, not everyone within the companywas happy with this decision. Within 3 months, two of his most-valued employees had quit, citing the fact that newer and lessexperienced employees would make the same amount of money. Some of his company's clients commended him, while other cli-ents said he made their job harder because they feared they would have to justify the costs of services that might come with the payincreases." Now, answer the following questions regarding what you think about Price's HRM decision making in terms of the fivecharacteristics of effective HRM decisions depicted below.Foster healthyemployee-employerrelationshipsEvidencebased/Time andcostevidenceinformedeffectiveIAM-MOIRCharacteristicsLegal, ethical,and fairSystematicstakeholderof EffectiveHRMperspectiveDecisionsBe sure to include specific examples from the case or your own research to support your answers.

Human resource management refers to the branch of management which performs the recruiting function…

1. For which organization culture type do you think HR analytics will best integrate? Is there an ideal culture type to support HRanalytics? Why? 2. Which organization culture type will be least likely to accept HR analytics as a viable part of the organization's strategy? Why?

1. For which organization culture type do you think HR analytics will best integrate? Is there an ideal culture type to support HRanalytics? Why? 2. Which organization culture type will be least likely to accept HR analytics as a viable part of the organization's strategy? Why?

Practical Management Science

6th Edition

ISBN:9781337406659

Author:WINSTON, Wayne L.

Publisher:WINSTON, Wayne L.

Chapter2: Introduction To Spreadsheet Modeling

Section: Chapter Questions

Problem 20P: Julie James is opening a lemonade stand. She believes the fixed cost per week of running the stand...

See similar textbooks

Similar questions

The use of large amounts of data is becoming more popular among companies. What are your thoughts on the way in which the organization makes use of it?
Interview a manager in today’s work environment who has between 15 – 50 people reporting tohim/her. If you would like to interview someone with more or less then this amount, send me a messageand I may approve your request. You may interview a family member, someone from your current orpast employment, a friend or neighbor, anyone who fits the above criteria. If you know an industry orcompany you would like to work in, someone from that company/industry would be an ideal interviewsubject. If you are unable to find someone to interview, please let me know in a reasonable amount oftime and I will introduce you to someone whom you may interview. List of a minimum of 15 questions (not the answers) that you will ask of your subject. Thesequestions should be prepared in advance of the interview. The questions should come from thechapters we’ve read in class
From the Research Topic below kindly prepare a Reflection Journal sharing your reflections on your experience in the preparation of the data collection document/s you used in your research. "An Analysis of the factors influencing Recruitment, Selection and Retention of Public Sector Workers in Montserrat." In word limit of 1500 words, follow Gibb’s Reflective Cycle as a guide in laying out the reflection using the following headings: Description, Feelings, Evaluation to include own biases, stereotypes, preconceptions, assumptions, defines new mode of thinking as a result,) Analysis to include the understanding of self, understanding others, course concepts), Text to include material from other courses, past experiences, personal goals), Conclusion, Action Plan.
1. What specifically would you tell John to say to justify to continue investment in understanding the organization's HRIS needs? 2. Be specific, and outline your recommendations for John, being sure to include key points from this chapter.
What is information silos and how can they be detrimental to a highly departmentalized organization? How can this be overcome? What role does MIS serve in this effort? https://youtu.be/szc0yucZAus