Webster University Human Resource Discussion Questions

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Week 6 DQ 2: Compensation differences - organizational and personal levels You are the HR Manager of a retail store with 4 locations within one metropolitan area. The company's sales/marketing strategy has been to be the low-cost leader (i.e. have lower prices than competitors), and therefore the compensation strategy has been to pay its store employees just above minimum wage, in the first quartile. Your boss has just told you that he is changing the strategy and now he wants to provide "optimum service", and not necessarily the lowest prices. What changes should be made in the company's compensation strategy as a result of this new direction? You expect your boss will be surprised at how much impact the new pay strategy will have on the payroll budget. What could strategy would you suggest that could effectively reduce the impact? An employee in this organization, Jerome, found out from one of his team members makes a lot more money than he does. He's mentioned this to you and told you he's really "bummed" and doesn't think this is fair. What information can you give him, to help him understand how his salary is determined? Week 6 DQ 1: Measuring performance Of this week's video segments - Ford, Metro Bakery, and BuyCostumes.com - how are their approaches to performance evaluation and performance management different? How are they similar? What is the process for performance evaluations in your organization? For progressive discipline? What's In the News - Week 6 Extra, Extra... Read All About It. Post your news stories related to HR here. Post a news brief on the weekly topic. From Above posts. Week 6: DQ Mentoring If you have ever been in a mentoring relationship: What agreements did you make about the mentoring relationship (how did you get started, how often did you meet, what role did the mentor take?) If you have had a mentoring relationship ...sketch out the optimal relationship in your view. Week 6: DQ Models of Career Development In Chapter 10, Anderson notes that a previously popular model of career development now seems to be inapplicable to the current environment. Do you agree? Does the stage model accurately reflect your career development? What stage do you currently identify with? How do you see your career developing in the future? Search entries or author Task 1 Read at the publisher's Student Study Site: Journal Articles/ Chapter 10 / Open-Mindedness and Defensiveness in Multisource Feedback Processes: A Conceptual Framework (Links to an external site.) Scott N. Taylor and David S. Bright, The Journal of Applied Behavioral Science, December 2011; vol. 47, 4: pp. 432-460., first published on May 26, 2011 Under what conditions do the authors say that 360 feedback is most effective? How can an organization development practitioner best make use of these findings? TASK 2 Take a few moments to reflect on what you have learned in Week 6 of the course. Write a reflective paragraph summarizing your thoughts.
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Human Resource Discussion Questions – Outline
I. Measuring performance
II. What is in the News
III. Mentoring
IV. Models of Career Development
V. 360 feedback system
VI. Week 6 reflection


Running head: HUMAN RESOURCE DISCUSSION QUESTIONS

Human Resource Discussion Questions
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HUMAN RESOURCE DISCUSSION QUESTIONS

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Human Resource Discussion Questions
Week 6 DQ 1: Measuring performance
The growing organization recognizes that its workers play an important part in the
company's success; nevertheless, there are specific approaches to assessing and performance
control. Ford needs its workers to understand their interest and gratitude. Consequently, they
concentrate on offering their staff more to ensure that they recruit more employees and maintain
their workers satisfied. Ford recognizes that compensation is a crucial advantage in earning good
employees and keeping them healthy. Metro Bakery is taking a unique strategy. The managers
are hands-on, so they concentrate on presenting staff with direct reviews and regular recognition.
BuyCostumes.com, on the other hand, performs assessments with their staff members for three
months, six months, and one year. Their emphasis is on a beneficial atmosphere in which staff
comprehends what is required of them. They choose to create a healthy atmosphere in the
organization so that their workers show a productive mindset that clients enjoy and need
The process of performance evaluation is solely based on the current performance
appraisal. Human resource management uses performance evaluation for employee development
and growth. The organization, in particular, has a culture that focuses on the growth of the
employees through mandatory training, which is followed by performance evaluations (Cappelli
& Tavis, 2016). The evaluations help the human resource department to decide on the best
employee for given tasks. Such results also from the organization also assist in the salary and
benefit evaluation for the entire organization. This is a good thing and strategic plan since it
reduced the gap between the executive compensation and the salary ...


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I was struggling with this subject, and this helped me a ton!

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