HRM 530 Full Class All DQs
Assignments and Final Exam
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HRM 530 Week 1 DQs
Technology and Strategic HRM (graded)
This course focuses on the strategic value that technology brings to
HRM and the business. Thanks
to technology, HRM is now a strategic partner in companies. How
specifically has technology created
this strategic partnership? Share an example. What value has resulted
from this strategic
partnership?
HRM Technology Trends (graded)
From the lecture, you can see how far HRM has evolved. Conduct some
research using your text,
supplemental readings, and other academic sources. What are some of
the current trends in HRM
technology? Where do you see HRM technology
headed? Provide specifics.
HRM 530 Week 2 DQs
HRM Strategic Partnership (graded)
As shared in this week's lecture, HRM has moved from support to
strategic partner. The examples
shared included tracking employee work time, tracking leaves, and time
tracking for payroll
purposes. How has, and how can, HRISs impact this strategic
partnership? Review an example
from your employer or through research on how a business has used HRM
technology to create a
strategic focus.
HRIS E-Engineering (graded)
Business
Process Re-Engineering (BPR) is a valuable tool to help organizations assess
the probability of process
change.
Why might this be an important concept for HRM professionals introducing new
technology? How might
you
apply the BPR process to an HR office that currently only has an employee
database and no other automated
HRM
functions? The HRM director states the business is simply too small (1,000
employees). Build your business
case.
HRM 530 Week 3 DQs
Compensation & Benefits (graded)
What
are some ways technology is changing how companies manage
compensation, benefit plans, and
associated costs? How does managing employee compensation tie into
overall business objectives? Explain.
HRIS "Output" (graded)
Share
your thoughts after reviewing the presentation under the Week 3 tab titled
"HRIS 'Types'." What types of
reports,
data, etc. would you want to collect and analyze as it relates to compensation
and benefits? For what
purpose?
This is a good opportunity to practice for your Written Assignment #2 due Week
4 and Final Project due Week 7.
HRM 530 Week 4 DQ
Performance Mgmt./Employee Dev. (graded)
How does the use of technology change our traditional pen-and-paper
performance evaluations?
Many organizations are turning to technology to improve employee
development programs. What
are the benefits and risks as it relates to employee development?
HRM 530 Week 5 DQs
Business Process Re-Engineering (graded)
Business
Process Re-Engineering (BPR) is a valuable tool to help organizations assess
the probability of process
change.
Why might this be an important concept for HRM professionals introducing new
technology? How might
you
apply the BPR process to an HRM office that currently only has an employee
database and no other
automated
HRM functions? The HRM director states the business is simply too small (1,000
employees). Build
your
business case.
RFP (graded)
Read the business scenario at the following link: Business Scenario for RFP
I am your County client, ask me questions towards helping to write
an RFP. What information do you need based
on the business scenario to write an RFP (you are not required to
actually write an RFP; however, you must have
gathered enough information from this discussion to create)?
HRM 530 Week 6 DQs
HRM, Technology and Change (graded)
Even though technology has shifted HRM to strategic partner, has this
change resulted in HRM
losing sight of its role towards employee resource and support? While
companies are seeing the
value in moving to a technological based business, how might HRM
technology impact the "human"
side of "human resource"?
Self-Services/MSS and ESS (graded)
Based on your text and supplemental readings, what are some of the
potential problems associated
with the self-service concept? After sharing some problems facing
self-service, how would you
address those problems? What benefits would you add to those already
reviewed in your text and
the lecture?
HRM 530 Week 7 DQs
Securing Employee Data (graded)
There are so many legal and privacy implications involved in the use
of HRM technology. What are
the most important things HRM practitioners need to do to protect
their organizations and their
employees? What steps would you take in the event your employee
records were breached?
John Jones Tutorial (graded)
As you
reviewed in the HRIS Systems tutorial, there are a variety of ways in which we
can use data through HRM
technology.
What other information might you want to find out about John Jones from the
tutorial? Explain.
Once
you obtain more information about Mr. Jones, what might be your next step in
pulling information? Explain
your
reasoning.
HRM 530 Assignment 2 HRIS Application
Provide a detailed description of the HRIS application(s) chosen for
the business. What type of HRIS might create a more efficient process for the
HR function chosen? This is not a copy/paste of information from a vendor
website, but an analysis and business plan to share with your customer. As the
owner of your own HR consulting firm, write a 2–4-page paper that includes the
following paper headings, which are denoted in all caps.
1. INTRODUCTION: provides sufficient background on the topic and previews major points.
2. HRIS TYPE: Now that you’ve conducted some research in the previous assignment, you should have a good foundation to take the next step in your business plan. You should have a good review of the scenario and have conducted some research on HRIS systems, and now your next step is to choose a type of HRIS. Share the type of system you plan to implement to help your customer. This must be substantiated in this paper to your customer from a theoretical perspective.
3. HRIS VENDOR CHOICE: Now that you have an HRIS type chosen, you need to conduct research to find an HRIS vendor. You want to do a compare and contrast in this section of at least two vendors. Then, choose a vendor. Explain why you chose this vendor over another/others. Include the Web address and proper citations for the vendor applications compared. You must have theory to support your decision.
4. CONCLUSION: The conclusion is logical, flows from the body of the paper, and reviews the major points
1. INTRODUCTION: provides sufficient background on the topic and previews major points.
2. HRIS TYPE: Now that you’ve conducted some research in the previous assignment, you should have a good foundation to take the next step in your business plan. You should have a good review of the scenario and have conducted some research on HRIS systems, and now your next step is to choose a type of HRIS. Share the type of system you plan to implement to help your customer. This must be substantiated in this paper to your customer from a theoretical perspective.
3. HRIS VENDOR CHOICE: Now that you have an HRIS type chosen, you need to conduct research to find an HRIS vendor. You want to do a compare and contrast in this section of at least two vendors. Then, choose a vendor. Explain why you chose this vendor over another/others. Include the Web address and proper citations for the vendor applications compared. You must have theory to support your decision.
4. CONCLUSION: The conclusion is logical, flows from the body of the paper, and reviews the major points
Assignment
1 – HRIS Solution:Strategic Review
To be
considered complete, all written assignments must include proper citations
within the body of the paper whenrelevant, as well as a Reference section.
Failure to cite outside sources is plagiarism and will be treated as such!
Youmust also include a title page. Do not include pictures or graphics. All
documents must be in Word format and placed inthe Dropbox by the assignment
deadline. Quoted material in this assignment should be <5%.
Assignment
Description/Scenario
You
are an HR Consultant given a job to research HRIS Vendors to help a business
resolve an HR issue.The business iscurrently faced with a few HR issues, for
example, high turnover.Part of the problem may also relate to
performanceevaluations.The business has found that many employees have not been
evaluated for years; this may be contributing toturnover.Also, because of the
growing business, managing the benefits for employees has become cumbersome
andtakes most of HR’s time in assisting employees with choices and
troubleshooting.Assignment CriteriaYou have been asked to find a technology
solution to oneof these problems:1)turnover2)performance evaluations3)benefits
managementFor example, what technology would help this company identify the core
issue behind turnover?How might technologyhelp decrease turnover and increase
retention?
HRM 530 Week 2 Assignment 1 HRIS
Solution-Strategic Review Assignment
HRM530 Week 4 Assignment HRIS Application Technology Recommendations
HRM 530 Week 7 Course Project HRIS
Solution Analysis Recommend
HRM
530 Week 3 Task Statements: Human
Resource Receptionist
HRM 530 Final Exam
TCO
A: Explain how you would introduce the concept of technology into an
HRM office? What factual information would you share to convince the business
leaders of the value of HRM technology? Provide a thorough explanation.
TCO B: Explain how HRM technology can improve
efficiency and effectiveness of HRM functions. How, specifically, can
technology support the business. Provide an example. (Points : 30)
TCO C: You are the new staffing manager for Square, Inc., a
large and still growing company with 23 locations nationwide. Square Inc. hires
approximately 300 employees per year. They currently place advertisements in
their local paper to source candidates. They also receive an estimated 2,000
unsolicited resumes annually, but usually find it too time consuming to review
them all. Currently, Square Inc. does not utilize technology in their staffing
processes. Assess the given situation at Square, Inc. and recommend specific
ways that Square, Inc. could utilize HRM technology to improve the
effectiveness of their staffing function. In your recommendations, be sure to
address any potential problems that might arise from the use of each technology
you are recommending, and provide solutions for those problems. (Points : 35)
TCO D: You’ve heard the cliché, “if it’s not broken, don’t
fix it.” When, why and how would you re-engineer business processes,
specifically HRM? Explain and assess the process you would follow in responding
to each of these components (when, why and how). (Points : 30)
TCO H: What are some types of software that can help us
protect employee information? How does this software interact with our current
HRM technology? Explain from a conceptual standpoint vs. technical standpoint. (Points : 30)
TCO
E: You’re new to the HRM office and have been asked to research technology
storage of information. What information would you want to collect, store, and
assess related to employees? Explain. How might you strategically use that
information towards benefiting business operations? (Points : 30)
7. TCO F: How has employee
self-service impacted employees? Thoroughly analyze positive and negative
aspects of this new technology. (Points :
30)
There are many pros
and cons to any change in process, or implementation of a new system, but
overall I’d say that self-service has impacted employees in a positive manner.
TCO G: What is an RFP and
how does it link to HRM technology? What value do RFPs bring to the business as
well as vendors? Review one alternative to using an RFP.(Points :
30)
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