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Respond to classmates’. Posts must be at least 75 words in length and demonstrate critical thinking, engagement with course material, and a meaningful attempt to engage in discourse.
HRMN 467
1.)Topic 1 (Shannon Brown)
It’s important to give credit to the source where information is gathered. When information is common knowledge, citing the source is not required (Bainbridge State College, 2014).
One citation example that I did not know about, but just learned is how to cite a source within a source. When the main source cites information from another source, I just thought that the main source would be cited. What I have learned is that while this is correct, there is more to it. In citing the main source, I should also give credit to the original work, since that’s technically where the piece of information I’m using came from. The term “as cited in” should be used when citing information from a source within a source (UMGC, 2023). An example of this would be if I were reading an article by Bob Ross about painting, and he cites information from another article by Mr. Rogers and I use that information, then I must give credit to both. I would cite the information from Mr. Rogers, followed by “as cited in”, then cite Ross’s.
References:
Bainbridge State College. (2014). Plagiarism: How to avoid it. [Video]. Retrieved from http://www.bainbridge.edu/plagiarism-tutorial/
University of Maryland Global Campus. (2023). APA citation examples. Document posted in UMGC HRMN 467 6381 online classroom, archived at https://learn.umgc.edu/d2l/le/content/734488/Home
2.) Topic 2 ( Lamont Holland)
One HR activity that a successful multinational firm must address that would not be required in a domestic environment is geocentric recruitment. In the US recruitment must take into consideration factors such as cost of living, average salaries, unionization and more. When integrating into another country organizations must understand social systems, cultural norms, values and beliefs as they relate with business practices. SHRM, 2017, states that HR in the global recruiting realm must place emphasis on more than just how well a hire can perform a job but also look into work life balances as many asian cultures have a greater emphasis on family. Moreover, hiring personnel already embedded in the culture of a nation can save time on on-boarding and the need to provide additional training. This in-turn provides an added benefit and cost savings.
Remaining aware of the laws in two or more countries as it relates to business sustainment is a crucial aspect of the Global HRM workforce (Bradley, 2019). A failure on the part of any global business to be attentive to the needs of the host nation can have devastating impact to an organization’s brand or even result in legal action. Specifically, understanding the importance of labor laws compared to those in the US. Following the laws outlined in the host nation can still have a negative impact on publicity should ethical concerns arise. A couple of examples of such concerns would be safety standards and the use of child labor laws.
References
Introduction to the Global Human Resource Discipline. SHRM. (2017). Retrieved from https://www.shrm.org/ResourcesAndTools/tools-and-samples/toolkits/Pages/default.aspx
Bradley, J. (2019). What are the five main functions of global human resource management? Chron. Retrieved from https://smallbusiness.chron.com/five-main-functions-global-human-resource-management-61538.html
HRMN 408
1.) Topic 1 (Jauquelia Crum)
Two interview questions that are considered discriminatory are the following:
1). When did you graduate high school? (What Not to Ask When Interviewing Candidates, n.d.)
2). Are you handicapped? (What Not to Ask When Interviewing Candidates, n.d.)
These two questions should never be asked during an interview of a potential candidate as they are considered discriminatory.
Questions related to age are protected under The Age Discrimination in Employment Act of 1967 (ADEA). This law specifically protects individuals who are 40 or older and it does not protect those under the age of 40 (EEOC, Age Discrimination, 1992). While interview questions may be asked to establish whether a candidate is old enough to perform certain job duties such as being at least 21 years of age to serve alcohol, the interviewer should avoid questions related to high school graduation or any inquiry that would reveal the applicant is 40 or older.
Questions related to disabilities are protected under Title I of the Americans with Disabilities Act of 1990 (ADA). This law makes it illegal for employers to discriminate against a qualified person with a disability in the private sector and in state and local governments (EEOC, Disability Discrimination and Employment Decisions, 1992). Further inquiry into a person’s disability may be allowed only after an applicant is offered the job, but should be avoided during an interview.
The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal laws that prohibit and makes it illegal to discriminate against a job applicant or employee because of differences in race, age, sexual orientation, gender, pregnancy, disability, and more. It is the job of HR professionals to ensure these laws are upheld and followed to prevent consequences to the employer. If a discriminatory question is asked, HR must ensure the matter is addressed in a timely fashion with the interviewer and potential candidate. If a candidate or employee feel that they have been discriminated against they can notify HR which is informal while they may also file a formal complaint with the EEOC. If the complaint is found to be valid, the employer may suffer penalties.
References
GreggU. (2016, January 9). Guidance on Legal Interview Questions. [Video]. YouTube. https://libguides.umgc.edu/c.php?g=1003870&p=7270674
United States. Equal Employment Opportunity Commission. (1992). Age Discrimination. https://www.eeoc.gov/age-discrimination
United States. Equal Employment Opportunity Commission. (1992). Disability Discrimination and Employment Decisions. https://www.eeoc.gov/disability-discrimination-and-employment-decisions
What Not to Ask When Interviewing Candidates. (n.d.). chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://udayton.edu/hr/_resources/documents/staffi…
2.) Topic 2 ( Tiarra Saverson)
All in all I think that the level of professionalism is important to HR professionals. The goal is to add value to an organization and to help everyone to be successful and to avoid but also push pass difficult situations that may arise while being in the organization. We help with getting an organization to reach their goals and objectives. I think that HR professionals do way more just help with the hiring process of employment but also are the help line to these organizations that may get themselves into trouble. Also being able to ethically make the best and right decisions. This is why we are the middle man sometimes but I think that our decisions should be based off what is right vs what’s wrong. The concept of professional responsibility means to hold yourself to a higher standard. I think that even being put into tough decisions, that you as an individual should be able to still perform at your highest level as well as seeing the big picture and getting the mission done.
References:
Code of Ethics . (2023, January 14). Retrieved from SHRM.org: https://www.shrm.org/about-shrm/pages/code-of-ethics.aspx
HRMN 406
1.) Topic 1 ( Cravenkeo Khamone)
Provide an example of when you were recently trained at work. What was the purpose of the training? How did you benefit? How did the organization benefit?
I recently took an online cyber awareness computer based training. This is our annual training to keep us up to date and refresh us on the basics of how to staff staff in the cyber world and also how to keep prevent information getting into the wrong hands. I benefited from this training by reinstituting the basic behaviors that I may have been becoming lackadaisical in regarding safekeeping my information and technology from getting into the wrong hands. This benefits the organization in many ways by helping prevent intentional/unintentional actions that may result in spillage of information and holds members accountable for knowing the information when an issue arises, the member cannot claim they did not know or understand the rules.
2.) Topic 2 ( Risten Akers)
Skills training “includes proficiencies needed to actually perform the job” or ‘the things you actually need to know to perform your job” (Saylor Academy, 2012). This training is important so employees feel confident in their work and perform their job well. I could sit at a reception desk for a sales company and answer the phone, but with no skills training I would be of no help. The skills needed would include communication such as how to speak on the phone, what to say, how to engage the customer and how to sell the product. Training and development strategies to learn this skill are necessary for the role as they “involve learning situations in which the employee acquires additional knowledge or skills to increase job performance” (OpenStax, 2018). Most likely on the job training would be utilized by watching another employee communicate effectively with the potential customer. One on ones with top sellers and management would also benefit a new employee to learn strategies and discuss goals.
Saylor Academy. (2012). Chapter 8 training and development. Training and Development. Retrieved January 14, 2023, from https://saylordotorg.github.io/text_human-resource-management/s12-training-and-development.html
OpenStax. (2018). 8.4 employee training and development – introduction to business. Introduction to Business. Retrieved January 14, 2023, from https://openstax.org/books/introduction-business/pages/8-4-employee-training-and-development
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