please check docs.
Two-part HW need be done (1-1.5pages answer for each) total 3 pages
Part 1:
FIRST, read pdf Chapter 1. THEN, write a 1- to 1.5-page response to those 4 questions about Incident 2, Chapter 1, p. 23. (Please check pdf)
Questions
1-19. How might each HR function be affected by the reduction in force? Remember that all employees at IFP are not members of the union.
1-20. List the elements in the company’s environment that will affect Scott’s suggested plan. How legitimate is the interest of each of these?
1-21. Is it true that Scott should be concerned first and foremost with protecting the interests of shareholders? Discuss.
1-22. Corporate culture is discussed in this chapter as a major internal environmental factor affecting an organization. How might the downsizing of IFP affect the corporate culture of the company?
Part 2: Case Study 1: answering 3 questions on next page. 1-1.5 page answer
FIRST, read Chapter 3. THEN… Think about this: About 5 years ago, the “Google Diversity Manifesto” was a hot topic in the business and technology news. It was written in July 2017 by now-former Google engineer, James Damore. I want you to read it, even if you read it before.
I know, it might make you angry! Or you might agree with some of it.
GO HERE:
“Google’s Ideological Echo Chamber”Links to an external site.
(This is the original document posted by Mr. Damore, originally on an internal discussion platform at Google and later on the public Internet.)
You can find additional background info on what has actually happened at Google since the memo in these articles:
·
Wired Magazine “The Dirty War Over Diversity Inside Google”Links to an external site.
·
CNBC: “As America argues over civility, the same debate is playing out on a smaller scale inside Google”Links to an external site.
·
https://www.digitaltrends.com/news/google-diversity-inclusion-champions-announcement-ces-2020/Links to an external site.
·
https://www.theverge.com/2021/7/2/22560628/google-diversity-report-departures-black-womenLinks to an external site.
· And, in January and February 2021, 2 key members of the ethical AI team at Google were terminated, Timnit Gebru and Margaret Mitchell, so Google says they are changing their diversity policy yet again:
https://www.theverge.com/2021/2/19/22291631/google-diversity-research-policy-changes-timnet-gebru-firingLinks to an external site.
Also you may want to check out Google’s official Diversity Annual Report for 2021:
https://diversity.google/annual-report/Links to an external site.
THEN, write a 1- to 1.5-page response, using the knowledge you have gained from Chapter 3. Answer the following 3 questions (of course knowing that Mr. Damore has been terminated from his employment at Google. He later filed a complaint with the National Labor Relations Board (NLRB), then withdrew it after the NLRB lawyers recommended dismissal of the complaint, and on January 8 2018 filed a class action lawsuit, asserting discriminati
2
6 Explain the importance of corporate
culture and human resource
management.
7 Describe the importance of employer
branding.
8 Discuss human resource management
issues for small businesses.
9 Identify ways that country culture
influences global business.
10 Describe the human resource
management profession.
1 Define human resource management.
2 Identify the human resource management
functions.
3 Describe who performs human resource
management activities.
4 Explain how HR serves as a strategic
business partner.
5 Identify the elements of the dynamic HRM
environment.
Chapter ObjeCtives After completing this chapter, students should be able to:
Learn It
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you should particularly focus on and to take the Chapter 1 Warm-Up.
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Human Resource Management:
An Overview1
3
Defining human resource Management
human resource management (hrM) is the use of individuals to achieve organizational
objectives. Basically, all managers get things done through the efforts of others. Consequently,
managers at every level must concern themselves with HRM. Individuals dealing with human
resource matters face a multitude of challenges, ranging from a constantly changing work-
force to ever-present government regulations, a technological revolution, and the economy
of the United States and the world. Furthermore, global competition has forced both large
and small organizations to be more conscious of costs and productivity. Because of the criti-
cal nature of human resource issues, these matters must receive major attention from upper
management.
The remainder of this chapter will enable you to gain an appreciation of HRM as a critical
business function. In the next sections, we will introduce you to the functions that make up HRM
and identify who is responsible for managing human resources (HR). Then, we will discuss HR
as a strategic business partner and the dynamic role of the environment that influences HRM
practice. Finally, we turn our attention to the importance of corporate and national culture and
discuss the HRM profession.
human resource Management Functions
People who are engaged in managing HR develop and work through an integrated HRM
system. As Figure 1-1 shows, six functional areas are associated with effective HRM: staffing,
human resource development, performance management, compensation, safety and health, and
employee and labor relations. These functions are discussed next.
Staffing
staffing is the process through which an organization ensures that it always has the proper
number of employees with the appropriate skills in the right jobs, at the right time, to achieve
organizational objectives. Staffing in
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