Making Decisions

500 words with credible references.

How would you handle a situation that teetered on the edge of unethical, but was not against company policy? 

For example, there is no clear rule in your employee handbook forbidding romantic relationships. However, the receptionist, Alyssa, has begun dating a salesperson, Connor. The receptionist will occasionally receive cold calls from potential clients. There is an assumption on the sales team that Connor may be getting routed these cold calls due to his relationship with Alyssa. 

Public Administration Discussion

Part 1

Select and discuss one positive human resource issue (policy or practice), and how a related challenging topic (current event) continues to evolve in the public sector.

Part 2

Recommend at least two strategies that public agencies need to adapt to ensure employees are aware of ethical standards and expectations in the workplace.

Discussion 2

Lesson 2 Discussion Forum 2: 

Discussion 350 Words

Explain how you would conduct a job analysis in a company that has never had job descriptions. Utilize the O*Net as a resource for your information.

Your discussion is to be submitted in 12-point Times New Roman font using APA format.  You must have a minimum of two sources to support your answer.

Reply to post 250 Words:

Introduction

The Job Analysis is a structured method in which knowledge regarding roles and duties needed for the performance of a specific job is gathered. The job analysis mainly involves the task and not the workers, but the information is obtained from the users about the work (Robinson-Morral et al., 2018).

Discussion

The primary step in the job analysis process is to identify the intent of the job analysis. The aim may be either to update the job description, to amend the compensation system, to modify the structure of the company, or to update the work of a particular department (Wyse & Babcock, 2018). After the target has been selected, the top management should be well informed, as changes can only be made to the organization with the support of the management. The category of workers to be evaluated would be chosen, be clerical roles, handle employees, different division duties, etc., after setting a goal (Robinson-Morral et al., 2018). The participants involved in the study are also listed, and the approaches to be used. The current job description is reviewed in its entirety in order for a fair understanding of the duties, responsibilities, organizational chart, working conditions, dangers, etc. in certain jobs to exist (Wyse & Babcock, 2018).

The next action in the job analysis process is to carry out the job analysis or to start it. In this case, enough time should be allocated for the employees to collect the job details. The employee’s knowledge may be gathered through a sample, questionnaire, or assessment methods (Robinson-Morral et al., 2018). If the information is gathered, it must be organized according to the purpose, section, and branch. After this phase, a draft job detail and specifications are prepared by the job analyst. The changes that will be made to the jobs will be defined and written into paper after processing of the material. When the draft is written, the executives, subordinates, and staff will be notified. Regulation of job requirements and expectations is the final phase in the job analysis process, in which job descriptions are reviewed and updated in due time in accordance with the changing needs of the client (Wyse & Babcock, 2018).

Conclusion

The job analysis leads to job specifications and job description. The job description involves duties, obligations, working hours, etc. and the job specification relates to the expertise, experience, history, credentials, and communication abilities required for a particular job.

Human resource law

  • Freda, the head of HR in a large corporation, receives an e-mail from Jason, who was recently terminated. Jason had been terminated for below average production. Freda knows that the reasons for his termination were well-documented in his personnel file. In his e-mail, Jason alleges that his supervisor, Doris, made several inappropriate comments of a sexual nature to him over the past few months. Freda decides on a course of action.There are all sorts of legal problems that can arise because of termination. One of the big issues that lawyers see is that issues surrounding the termination are not documented. Because things can go wrong in a termination, it necessitates having clear policies and procedures that are consistent for everyone so that you don’t run up against discrimination issues. This week will be an exercise in taking concepts that you have learned in previous weeks, such as policies, handbooks, and discrimination, and applying them to a new topic, termination.
    TO DO LIST:

    • Discussion: Read the article and describe best practices for HRM specialists when conducting a termination.
    • What You Need To Know: Cases and articles this week focus on termination, so that you can apply those concepts to the termination issue in the HR Challenge: Oral Argument assignment.
    • Prepare: Read the articles about presenting an oral argument and begin planning your strategy for your oral argument.
  • Discussion Overview
    Read the article and describe best practices for HRM specialists when conducting a termination.
  • What You Need to Know
    Legal Background
    Read the course file, Legal Background: Termination [PDF], for a basic understanding of the topic for this week. This background information is intended to support your learning like a section of a textbook.
    Cases
    It is recommended that you identify the main argument and decision of all of these cases by reading the abstract for each case. Then select one case to analyze using the IRAC method.

  • Write Your Discussion Post
    Defensible Terminations
    Read the following article for this discussion:

    • Frick, R. E. (2019, August). Decided it’s time to terminate an employee? Now what? Talent Management Excellence Essentials.
    • According to Frick (2019) there are some steps that an employer can take to keep terminations both manageable and legally defensible. Describe 2–3 of these steps and suggest strategies the HRM professional might implement within the workplace to make smoother terminations. Provide workplace examples where possible.

Journal-200 words

If you were the hiring manager for a corporation or business, reflect on how you would incorporate interview questions for identifying personality and cognitive styles for a job interview. Which questions do you feel work best?

Your journal entry must be at least 200 words. No references or citations are necessary.

Week 6

 

Using your selected BA plan template, detail the solution you have selected and the criteria and evaluation instruments used.  This document is an interim step, and NOT the full report (so some portions will remain blank). Concentrate your efforts on solution selection, including:

  • Criteria and justifications
  • Quantitative analysis of options
  • Solution justification narrative
  • Identified risks

Submit the Requirements Document with listed sections completed, as well as any supporting tools, figures and/or templates.

  • Adams, M. (2015). Process analysis templates: 72 techniques for success (34-40). Retrieved from http://www.ba-guru.com/process-analysis-templates-72-techniques-for-success-34-40/%C2%A0
  • Corporate Education Group. (2018). Business analysis tools, templates, and checklists. Retrieved from http://www.corpedgroup.com/resources/ba-tools.asp
  • Neytcheva, V. (2018). Requirements document template by modernanalyst. Retrieved from https://www.modernanalyst.com/Resources/Templates/tabid/146/ID/494/Requirements-Document-Template-by-ModernAnalystcom.aspx