Assignment: Human Resources Case Studies

Have you ever thought about the importance of having not only the right people hired for the right positions but also aligning their skills sets to the overall business goals of the organization? Consider a simplified example: If a company wanted to hire someone to greet and assist customers, a candidate who is cheerful and has customer service experience would surely be hired over a candidate who has difficulty working with people. HR professionals still handle traditional processes such as benefits and hiring, but their evolving role as a shared decision maker in overall business strategy allows them to have a greater impact on organizational success. For example, if an HR professional shares leadership’s vision of how the company should shift direction within 5 years, he or she will be more keen to hire someone who has the skills to lead the company into the future, as opposed to hiring someone who could get the job done today but would be of little help as the company grows.

In this Assignment, you will respond to a set of questions on HR’s role and function within an organization. You will review case studies and identify how HR professionals contribute to an organization’s strategies.

To prepare for this Assignment:

• Review this week’s Learning Resources, including the “Case 2-1 Strategy-Driven HR Management: Netflix, a Behind-the-Scenes Look at Delivering Entertainment” PDF, which will be used to complete a component of this Assignment.
• Refer to the Academic Writing Expectations for 2000/3000-Level Courses as you compose your Assignment.

By Day 7

Submit your response to the following prompts.

• Make a business case for why HR should share in the responsibility for decision making with the rest of organizational leadership. (150–225 words, or 2–3 paragraphs)
• Describe at least one HR function that is the same in a traditional sense as it is in a contemporary sense. In other words, what is an HR aspect that has experienced little change over the years? Explain how at least one HR function has evolved from a traditional sense into a contemporary sense. (150–225 words, or 2–3 paragraphs)
• Describe three skills that an HR professional should have to succeed in a contemporary HR role. Additionally, provide examples of how each skill can be demonstrated in an organization. (150–225 words, or 2–3 paragraphs)

For the following four questions, refer to the “Case 2-1 Strategy-Driven HR Management: Netflix, A Behind-the-Scenes Look at Delivering Entertainment” PDF (also located in this week’s Learning Resources).

• In what ways does HR add value to an organization? How might this value contribute to the organization sustaining its competitive advantage? Use specific examples from the Netflix case study and one or more references to another organization to support your answer. (75–150 words, or 1–2 paragraphs)
• How does Netflix’s monitoring of its employees’ performance reflect the evolution of HR to 21st-century practices? In your answer, describe more traditional performance management practices as well as the contemporary ones Netflix uses. (75–150 words, or 1–2 paragraphs)
• Based on the HR strategy presented in the Netflix case, what skills would an HR professional need to implement this strategy effectively? In your answer, be sure to address all four steps of the Netflix HR strategy. (150–225 words, or 2–3 paragraphs)
• What is Netflix’s competitive strategy? What role did HR play in developing key components of Netflix’s competitive strategy? (150 words, or 2 paragraphs)

Instructions

Imagine that you are a director of performance management. With this role in mind, briefly compare and contrast the traditional annual evaluation method of performance appraisals with the new real-time feedback coaching format. State which method you support, and explain why. How do you think Frederick W. Taylor would respond to the real-time feedback coaching system? Explain. 

Be sure to follow the guidelines below. 

· Your paper should be at least three pages in length (not counting the title page and reference page). 

· Writing should include proper grammar, sentence structure, and writing mechanics. 

· Organization should be logical, clear, and appropriate. 

· You should provide strong evidence of critical thinking. 

· Paragraphs should contain strong topic sentences. 

· The essay should begin with an introduction to the topic. 

· You should make use of logical transitions. 

· You must find at least two additional references in addition to any of the required readings that you use for a total of five references.

· All sources used must be referenced; paraphrased and quoted material must have accompanying citations in APA format. 

· Your paper should be formatted in accordance to APA format. 

HELPFUL TOOLS: All videos are located on YouTube under these titles

MHR 6451 – Bad performance evaluation [Video file]. Retrieved from https://youtu.be/63YNQxI4PIo

MHR 6451 – Good performance evaluation [Video file]. Retrieved from https://youtu.be/cZtVR3DvZ4o

Evaluating performance [Video file]. Retrieved from https://youtu.be/FBZ-THXh35E?list=PL08sf8iXqZn7ewFt0ZxJuaUug7MIG1KEr

Some readings are located below (must still have two other references) as well as on the proper way to write and cite the paper.

Herzberg’s motivators or satisfiers include the following: • Recognition • Achievement • Advancement • Growth • Responsibility • Job challenge As a leader, how might you use one of these satisfiers to motivate and increase performance of employees working in the customer service area of a large department store or agency that deals with the public on a constant basis? How might your efforts influence human behavior?

I look forward to reading your scholarly response.

Dr. M

Reference:

Herzberg, F. (1987). One more time: How do you motivate employees? Harvard Business Review,65(5), 109-120.

Discuss the best practices for hiring top talent and the process for developing top talent from within the organization.

Requirements:
– Minimum 2-3 pages. (Excluding both Title and Reference pages)
– Your paper should have at least three (3) reputable sources.
– Please make sure your Assignment is written in APA format

Training provides vital roles and values in strategic contemporary HRM. These roles include, but are not limited to, developing employees to perform their existing job more efficiently, effectively, and responsively (2018, p. 329). Training provides understanding for current responsibilities and it focuses on skill building. Job training, “includes understanding concepts and theories and increases self-awareness of ones own personal attributes perceptions and attitudes and ways of thinking” (2018, p. 329). Diversity training is one of the biggest development challenges for public employers in accommodating administrative processes and human relations to differences in culture and ethnicity (2018, p. 332). Immigrants are becoming more prominent in the workforce and adjustments need to be made in order to maintain productivity, and a healthy work environment for all employees. For these adjustments to be made, employers need to be trained on how to approach diversity in the workforce in order to train employees in the workplace.

To determine the value of training, it is important to evaluate the training program to ensure it meets the necessary requirements in order to be effective. Effective program training requirements include attaining skilled instructors to engage the group to participate and communicate the information effectively. Training programs also need clearly identified goals that will improve effectiveness to meet the needs of the organization. On the Job Training (OJT) is extremely important in order to maintain productivity in a fast-past work environment. OJT is also effective in that it puts into practice right away what the individual has learned and there is immediate feedback (2018, p. 335).

These values and roles describe the importance of training and if we allow cuts in this department then we risk the downfalls that will follow without it. Our productivity can dramatically decrease because there is not an improvement of skills. Learning is continual process throughout one’s entire life and in order to maintain that effectiveness in the workforce employers and employees need to have that motivation to learn and improve. Training will encourage employees to want to become better at what they do.