How can Creative Staffing Solutions create a learning environment for job

1. Human Resource Management

2. Human Resource Management Q1.Assumes that you are an HR executive for a company that manufactures and sells agricultural products (for example, fertilizers and grain feeds). The company’s workforce of 1,200 employees is 70 percent male and 30 percent female. Drawing from this case and the chapter content, develop an anti harassment policy and program. What are the major challenges you see in implementing the program? Q2.Many experts assert that reported cases of sexual harassment represent only a small percentage of the total number of incidents that actually occur in the workplace. If their assertion is true, why do so many cases go unreported? How would your HRM policy on harassment address this situation?

3. Q3.As research indicates, people differ widely in their perceptions of sexual harassment. What is a harmless remark to one individual can be an annoying, even infuriating insult to another. In your view, what separates harmless conduct from harassing behavior? In the same vein, when does a sexist environment become a hostile, harassing one? Q4.Why is there a need for companies to offer work-family balance programs such as flextime, telecommuting, and job sharing? Q5.Of the three programs discussed above, which be the most important program for you personally when deciding whether or not to join an employer? Why

4. Q6.Some organizations do not believe in offering any of these work-life balance programs. What do you think their reasoning is? Explain. Q7.How can Creative Staffing Solutions create a learning environment for job candidates before they accept a position or while they are between positions? Q8.What type of job candidates would use the temporary job support and services provided by a firm like CSS?

5. Q9.What difficulties might Creative Staffing Solutions have to deal with in using electronic job and resume posting? Q10.How has the emergence of the Internet changed the way that organizations plan and mange their human resource needs? Q11.What are the legal and ethical issues surrounding the use of the Internet by Individual employees for human resource activities? Are you concerned about violations of your own privacy because of these kinds of Web applicants?

6. Q12.What specialized skills will the future HRIS professional need in order to effectively manage an organization’s virtual human resource function? Q13.What potential conflicts could arise between the Japanese managers/trainers and the French employees? Explain. Q14.What do you think of Mr. Watanabe’s approach to preparing himself for French culture? Do you think that his approach would be useful for American managers? Why or Why not?

7. Q15.What kind of organizational culture did Mr. Watanabe want to establish at the factory in Valenciennes, France? Do you think he’ll try to manage the plant just like a Toyota factory in Tokyo? Why or Why not? Q16.What implications are there for the French employees of the plant if its good fortune takes a turn for the worse, and the factory consequently shuts its doors? Explain. Q17.Do you agree or disagree that ergonomics in the workplace should be covered by federal regulations? Explain your answers.

8. Q18.Choose a job with which you are familiar and discuss the possibilities for repetitive stress injuries that could occur on this job and ways they could be prevented. Q19.Imagine that you are the human resources manager for a company that hires workers for the selected in question Q20.What steps might you encourage company officials to take to identify and prevent MSDs?

9. Global Study Solutions Dr. Aravind Banakar aravind.banakar@gmail.com www.mbacasestudyanswers.com 9901366442 – 9902787224