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<strong>BUS 303 Week 1 DQs</strong>Week 1 DQ1 HR and ManagementExplain what the author means by the statement that “Every manager is an HR manager”. Do you agree? Give examples to backup your point of view. Respond to at least two of your classmates’ posts by Day 7.Week 1 DQ2 SWOT Environmental ScanningIn 200 to 250 words, conduct a basic SWOT analysis of an organization or department to which you belong. How do you see these factors affecting the direction of HR? Respond to at least two of your classmates’ posts by Day 7.<strong>BUS 303 Week 2 Assignment Job Description Paper</strong>Job Description PaperThe primary function of the job description paper is to increase students understand of their current or prospective job position.The paper should be in alignment with the position outlined in the introduction discussion forum and the position used in the final paper.The following areas of the job description should be considered: Tasks, Tools and Technology, Knowledge, Skills and Abilities, Educational Requirements.Submit a Job Description paper in which you describe each of the above mentioned areas of job description from the vantage point of your chosen position.Likewise, the paper should include a description of at least two selection methods used to recruit qualified candidates and why these two selection methods would be most appropriate.<strong>BUS 303 Week 2 DQs</strong>Week 2 DQ 1 HR Planning ProcessIn 200 – 250 words, what is Human Resources planning? How does the HR planning process facilitate the achievement of an organization's strategic objectives? Use examples pulled from an organization with which you are familiar. Respond to at least two of your classmates' postingsWeek 2 DQ2 Employee Selection MethodsIn 200 – 250 words, what are the goals of employee selection? Compare and contrast two selection methods and how these selection methods impact the achievement of organizational objectives? Respond to at least two of your classmates’ postings.<strong>BUS 303 Week 2 Quiz</strong>1. Question : All the following are forms of compensation except:Fixed working hoursBonusesAwardsEquity (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “Preparing compensation offers” Compensation packages can come in the form of pay, benefits, and such incentives as days off, bonuses, equities, awards, raises, flexible working hours, or promotions and opportunities for career development.)2. Question : ______ is the broadening of the types of tasks and responsibilities performed on the job, with the purpose of creating interesting and less monotonous jobs.Job enrichmentJob enlargementJob rotationTask significance (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Job enlargement, enrichment and rotation” Job enlargement is the broadening of the types of tasks and responsibilities performed on the job, for the purpose of creating interesting and less monotonous jobs.)3. Question : ______ provide the service of leasing talent to other organizations based on their needs.Employment agenciesHeadhuntersTemp agenciesContingency firms (The answer can be found in Chapter 4 of BUS 303: Human Resource Management, in the section “Professional employer organizations and temp agencies” PEOs and temp agencies provide the service of leasing talent to other organizations based on their needs.)4. Question : ______ is the degree to which the job allows the incumbent to complete an identifiable work product and see clearly tangible or perceivable outcomes.Skill varietyTask identityAutonomyTask significance (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Hackman & Oldham’s job characteristics model” Task identity is the degree to which the job allows the incumbent to complete an identifiable work product and see clearly tangible or perceivable outcomes.)5. Question : Which of the following is NOT one of the ways to measure HR strategic effectiveness?Return on investmentPrice effectiveness testEconomic value addedBalanced scorecards (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “The strategic value of HRM for employees and the organization” HR strategic effectiveness can be measured in many ways, such as return on investment (ROI), economic value added (EVA), and the balanced scorecards.)6. Question : Which of the following is one of HR department’s major everyday tasks?Sales and operations planningSupply chain managementInventory accountingOrchestrating cultural change (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “What are the responsibilities of the HR department?” The HR department also establishes organizational goals and plans as they relate to human assets. The HR department’s major everyday tasks are planning and alignment, staffing, preparing compensation offers, and orchestrating cultural change.)7. Question : Coaching, mentoring, sharing skills and experience, and promoting a friendly work environment are all forms of ________________.Organizational citizenship behaviorsPositive attitudesWork engagementOrganizational commitment (The answer can be found in Chapter 6 of BUS 303: Human Resource Management, in the section “Work behaviors” Coaching, mentoring or supporting new co-workers, sharing skills and experience, promoting a friendly work environment and a healthy team spirit, abiding by and encouraging others to follow organizational norms, regulations and procedures, and assisting employees with their emotional and personal problems are all forms of positive performance that go above and beyond the call of duty. They are not explicit role expectations, and are rarely, if ever, formally recognized or rewarded by the organization. These work behaviors are known as organizational citizenship behaviors.)8. Question : The ______ contains Title VII which guarantees equal opportunity in employment, and prohibits discrimination based on gender, religion, race, national origin or color.Equal Employment Opportunity ActAffirmative Action LawEqual Employment Opportunities CommissionCivil Rights Act (The answer can be found in Chapter 4 of BUS 303: Human Resource Management, in the section “Legal dimensions of recruitment: Equal employment opportunity and discrimination” The Civil Rights Act of 1964 is divided into several sections, or titles, each dealing with particular facets of discrimination. Title VII guarantees equal opportunity in employment, and prompted the establishment of the Equal Employment Opportunities Commission (EEOC) to administer and enforce federal civil rights laws.)9. Question : ______ is the process of reducing the workforce through eliminating jobs, which cuts costs and improves efficiency.Voluntary separation programsAttritionBuyoutsDownsizing (The answer can be found in Chapter 2 of BUS 303: Human Resource Management, in the section “Developing HR plans and strategies” Workforce downsizing is the process of reducing the workforce through eliminating jobs, which cuts costs and improves efficiency.)10. Question : Which of the following is one of the approaches to strategic HR planning?Inventory forecastingEnvironmental analysisProject budget analysisOperations management (The answer can be found in Chapter 2 of BUS 303: Human Resource Management, in the introductory section. The main approaches to strategic HR planning are environmental scanning, labor market analysis and forecasting, internal analysis and forecasting, and gap analysis.)11. Question : ______ refers to the extent of resemblance between the personal core values and beliefs of individuals and the norms, rules, regulations and values of the organizations where they work.Person-organization fitPerson-environment fitPerson-group fitPerson-job fit (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the section “Person-organization fit” Person-organization fit can be defined as the extent of resemblance between the personal core values and beliefs of individuals and the norms, rules, regulations, and values of the organizations where they work.)12. Question : Which of the following is NOT an example of human capital?SkillsOpenness to experienceKnowledgeAbilities (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the sections “Individual differences” and “Human capital” Openness to experience is one of the Big Five personality traits which are examples of individual differences, not human capital.)13. Question : Which of the following do “ergonomics” most directly address?Physical wellbeingMental wellbeingEmotional wellbeingSocial wellbeing (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Health and safety concerns and implications of job design” The purpose of ergonomics is to design jobs and work conditions that match the capabilities of the working population, and accordingly, avoid or reduce physical fatigue, injury risks, and health complaints.)14. Question : ______ refers to a more explicit form of harassment where the harassing member of the organization may be requiring the harassed member to exchange sexual favors against his or her will.Hostile work environmentQuid pro quoDisparate treatmentDisparate impact (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the section “Foundational concepts for the enforcement of employment laws” Quid pro quo (Latin for “this for that”) is a more explicit form of harassment where the harassing member of the organization may be requiring the harassed member to exchange sexual favors against his or her will.)15. Question : ______________ refers to the degree to which an organization is able to maximize the productivity of given resources, produce a given amount of output with minimal resources, or accomplish both.Organizational efficiencyOrganizational yieldOrganizational managementOrganizational effectiveness (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “The strategic value of HRM for employees and the organization” Organizational efficiency is the degree to which an organization is able to maximize the productivity of given resources, produce a given amount of output with minimal resources, or accomplish both.)<strong>BUS 303 Week 3 Assignment Performance Appraisal Assignment</strong>Performance Appraisal AssignmentWrite a paper describing how effective performance appraisals can increase employee performance.This paper should include sections on the strategic advantages of performance appraisals, potential forms of bias within the appraisal system, as well as how performance appraisals can contribute to the achievement of strategic objectives.The paper should be 2-3 pages in length<strong>BUS 303 Week 3 DQs</strong>Week 3 DQ 1 Performance ManagementPerformance management is an important HRM function as it is the processes and actions taken to align employee performance with organizational objectives. Watch the video and in 200-250 words evaluate whether your company's formal performance evaluation process is effective. What steps could be taken to make it more effective? What is the role of HR in performance evaluation? Who is responsible for it?  Respond to at least two of your classmates' postings.Week 3 DQ 2 Compensation and BenefitsWhat impact do benefit offerings have on marketplace competitiveness and the ability to attract and keep quality employees? Do you think pay is the primary motivating factor for most job applicants and existing employees? Respond to at least two of your classmates' postings<strong>BUS 303 Week 4 DQs</strong>Week 4 DQ 1 Training CostsHow has technology fostered new cost-effective virtual methods of training? In your view, how must training programs continue to evolve in order to do more with diminished financial resources? In 200-250 words, respond to at least two of your classmates' postings.Week 4 DQ 2 Training and Career DevelopmentWhat is HR’s role in impacting your the career development of employees? What should be the role of training? How can training programs be evaluated on their effectiveness? In 200-250 words, respond to at least two of your classmates' postings.<strong>BUS 303 Week 4 Quiz</strong>1. Question : Which of the following does NOT apply to flextime, job sharing, and telecommuting?They are mandatory.They are flexible work arrangements.They are voluntary benefits.They can facilitate work-life balance. (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the sections “Mandatory benefits” and “Work-life benefits and flexible work arrangements” These benefits are voluntary, flexible work arrangements that can facilitate work life balance.)2. Question : ______ may be offered to employees for career development purposes, and they can be provided either on- or off-site. It can be in the form of workshops, courses offered by consultants, or classes offered by universities.Professional certificationOn-the-job trainingFormal educationSelf-paced training (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the section “Training delivery: Decisions about types of training” Formal education opportunities may be offered to employees for career development purposes, and they can be provided either on- or off-site. Formal education can be in the form of workshops, courses offered by consultants, or classes offered by universities.)3. Question : Which of the following is LEAST likely to be an example of social recruiting?Monster.comTwitterLinkedInYouTube (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Technology and HRM” Social recruiting has taken many forms, such as the sourcing of candidates on such social networks as Facebook, LinkedIn, YouTube, Twitter, and others.)4. Question : In ______ plans, a managed care organization of doctors, hospitals, and other health care providers makes a covenant with an insurer to provide health care services to employees or members at reduced rates.Preferred provider organization (PPO)Defined benefitHealth maintenance organization (HMO)Defined contribution (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the feature box “Benefits: A cost-benefit approach” A study of Fortune 500 companies introducing work-life initiatives has shown that simply announcing those initiatives was followed by a 0.39% increase in average share prices.5. Question : ______ refers to expanding the collective capacities of organizational members to engage effectively in leadership roles and processes.Upward mobilityLeadership developmentManagement trainingCareer development (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the section “Leadership development and management training” Leadership development can be defined as expanding the collective capacities of organizational members to engage effectively in leadership roles and processes.)6. Question : According to General Motors’s findings, how much money does an obese employee annually cost the company in health services?Less than $1000$1000 - $3000$3000 - $5000More than $5000 (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the feature box “Benefits: A cost-benefit approach” General Motors has found that obesity costs the company an additional $1000 to $3000 per year per obese employee in health services, which add up to about $300 million in additional costs.)7. Question : ______ refers to a process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities (KSAs) that enable them to perform their current job-related duties more effectively and responsibly.Career advancementEmployee developmentSuccession planningEmployee training (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the introductory section of the chapter. Training is a process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities (KSAs) that enable them to perform their current job-related duties more effectively and responsibly.)8. Question : ______ leaders can combine the best of many cultures while avoiding these cultures’ limitations and biases.AmbiculturalGlobalEthnorelativeConscientious (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Ambicultural leaders can combine the best of many cultures while avoiding these cultures’ limitations and biases.)9. Question : Which of the following is NOT one of the HR metrics used to assess and evaluate benefits programs?Benefits as a percentage of payrollBenefits expenditures per full-time equivalentEarnings per shareReturn on expenditures(The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Assessment” Various HR metrics can be used for assessing and evaluating benefits programs, including benefits as a percentage of payroll, benefits expenditures per full-time equivalent (FTE), benefits costs by employee group, and the return on expenditures, which can be applied on the different programs an employer offers.)10. Question : Which of the following laws is LEAST associated with determining compensation?National Labor Relations ActFamily and Medical Leave ActFair Labor Standards ActEqual Pay Act (The answer can be found in Chapter 8 of BUS 303: Human Resource Management, in the section “HR laws governing compensation” Two employment laws specifically address compensation: the Equal Pay Act, which prohibits pay differentials for equal jobs across genders; and the Fair Labor Standards Act (FLSA), which regulates the distinction between exempt and non-exempt employees. In addition, employers are not the only ones who determine compensation. Labor unions are often heavily involved in the process and have a major impact on designing pay plans. The National Labor Relations Act (NLRA) gave employees the right to organize and engage in collective bargaining, through which compensation is usually determined.)11. Question : Which of the following is NOT one of the mandatory benefits?Worker’s compensationSocial securitySeverance payJury duty leave (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Voluntary benefits” Severance pay is one of the voluntary benefits. All the other choices are mandatory benefits.)12. Question : _____________ refers to status or power differentials between the leaders and employees.Physical distanceStructural distanceGlobal distancePsychological distance (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Psychological or social distance refers to status or power differentials between the leaders and employees. )13. Question : Which of the following is NOT true about the current demographic trends in the workforce?The number of women in the workforce today is almost equal to the number of men.70% of men reported that they would take a pay cut to spend more time with family.About 80% of couples have single income households.One in three children is born to a single mother. (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Demographic trends: The changing needs of a diverse population” About 80% of couples are dual career earners, with women contributing on average almost half the family income. All the other statements are correct.)14. Question : ______ refers to distance between leaders and employees due to centralization, departmentalization, and span of controlPhysical distanceStructural distanceSocial distancePsychological distance (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Structural distance is distance between leaders and employees due to centralization, departmentalization, and span of control.)15. Question : Which of the following is NOT one of the four health conditions that account for the majority of healthcare costs?CancerHIVObesityDiabetes(The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Monitoring costs” Four specific health conditions—cardiovascular disease, cancer, diabetes, and obesity—have been recognized to account for 75% of healthcare costs.)<strong>BUS 303 Week 5 Assignment Reflective Paper</strong>Reflective PaperThe Reflective Paper should demonstrate understanding of the reading assignments as well as the implications of new knowledge. The eight-page paper should integrate readings and class discussions into work and life experience. It may include explanation and examples from previous experience as well as implications for future application.The purpose of the Reflective Paper is for you to culminate the learning achieved in the course by describing your understanding and application of knowledge in the field of human resource management.Focus of the Reflective PaperThe primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. Consider all the areas of HRM that have been discussed in class:EEO and Affirmative Action, Human resources planning, recruitment, and selection, Human resources development, Compensation and benefits, Safety and Health, and Employee and labor relations.Submit a Reflective Paper in which you explain how these aspects work together to perform that primary function. Are any aspects more important than the others? Why or why not? How do you believe the HRM role can be optimized for shaping organizational and employee behavior?The Reflective Paper must: (a) identify the main issues in the chosen area, (b) demonstrate new learning that has occurred, (c) include class activities or incidents that facilitated learning and understanding, (d) identify specific current and/or future applications and relevance to your workplace, and (e) reflect the potential impact to your future career plans or even in your personal life at home. The emphasis of the Reflective Paper should be on parts 'd' and 'e,' and on the application of new learning. Explore, in depth, the benefits of the new learning and understanding that has taken place.Writing the Reflective PaperThe Reflective Paper:Must be eight double-spaced pages in length and formatted according to APA style as outlined in your approved style guide. Must include a cover page that includes: Name of paper Student's name Course number and name Instructor's name Date submitted Must include an introductory paragraph with a succinct thesis statement. Must address the topic of the paper with critical thought. Must conclude with a restatement of the thesis and a conclusion paragraph. Must use APA style as outlined in your approved style guide to document all sources. Must include, on the final page, a Reference List that is completed according to APA style as outlined in your approved style guide.<strong>BUS 303 Week 5 DQs</strong>Week 5 DQ 1 Global HRMHow does the current landscape of global HRM impact HR planning?  What are the HRM implications of Hofstede’s, Trompenaars’, and the GLOBE models’ cross-cultural dimensions?Respond to at least two of your classmates' postings.Week 5 DQ 2 The Future of HRMWhich areas of HR do you think will be most affected by current and future trends discussed in this course? What are some of the changes that will need to be made in order to keep up with these trends? Respond to at least two of your classmates' postings.
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<strong>BUS 303 Week 1 DQs</strong>Week 1 DQ1 HR and ManagementExplain what the author means by the statement that “Every manager is an HR manager”. Do you agree? Give examples to backup your point of view. Respond to at least two of your classmates’ posts by Day 7.Week 1 DQ2 SWOT Environmental ScanningIn 200 to 250 words, conduct a basic SWOT analysis of an organization or department to which you belong. How do you see these factors affecting the direction of HR? Respond to at least two of your classmates’ posts by Day 7.<strong>BUS 303 Week 2 Assignment Job Description Paper</strong>Job Description PaperThe primary function of the job description paper is to increase students understand of their current or prospective job position.The paper should be in alignment with the position outlined in the introduction discussion forum and the position used in the final paper.The following areas of the job description should be considered: Tasks, Tools and Technology, Knowledge, Skills and Abilities, Educational Requirements.Submit a Job Description paper in which you describe each of the above mentioned areas of job description from the vantage point of your chosen position.Likewise, the paper should include a description of at least two selection methods used to recruit qualified candidates and why these two selection methods would be most appropriate.<strong>BUS 303 Week 2 DQs</strong>Week 2 DQ 1 HR Planning ProcessIn 200 – 250 words, what is Human Resources planning? How does the HR planning process facilitate the achievement of an organization's strategic objectives? Use examples pulled from an organization with which you are familiar. Respond to at least two of your classmates' postingsWeek 2 DQ2 Employee Selection MethodsIn 200 – 250 words, what are the goals of employee selection? Compare and contrast two selection methods and how these selection methods impact the achievement of organizational objectives? Respond to at least two of your classmates’ postings.<strong>BUS 303 Week 2 Quiz</strong>1. Question : All the following are forms of compensation except:Fixed working hoursBonusesAwardsEquity (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “Preparing compensation offers” Compensation packages can come in the form of pay, benefits, and such incentives as days off, bonuses, equities, awards, raises, flexible working hours, or promotions and opportunities for career development.)2. Question : ______ is the broadening of the types of tasks and responsibilities performed on the job, with the purpose of creating interesting and less monotonous jobs.Job enrichmentJob enlargementJob rotationTask significance (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Job enlargement, enrichment and rotation” Job enlargement is the broadening of the types of tasks and responsibilities performed on the job, for the purpose of creating interesting and less monotonous jobs.)3. Question : ______ provide the service of leasing talent to other organizations based on their needs.Employment agenciesHeadhuntersTemp agenciesContingency firms (The answer can be found in Chapter 4 of BUS 303: Human Resource Management, in the section “Professional employer organizations and temp agencies” PEOs and temp agencies provide the service of leasing talent to other organizations based on their needs.)4. Question : ______ is the degree to which the job allows the incumbent to complete an identifiable work product and see clearly tangible or perceivable outcomes.Skill varietyTask identityAutonomyTask significance (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Hackman & Oldham’s job characteristics model” Task identity is the degree to which the job allows the incumbent to complete an identifiable work product and see clearly tangible or perceivable outcomes.)5. Question : Which of the following is NOT one of the ways to measure HR strategic effectiveness?Return on investmentPrice effectiveness testEconomic value addedBalanced scorecards (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “The strategic value of HRM for employees and the organization” HR strategic effectiveness can be measured in many ways, such as return on investment (ROI), economic value added (EVA), and the balanced scorecards.)6. Question : Which of the following is one of HR department’s major everyday tasks?Sales and operations planningSupply chain managementInventory accountingOrchestrating cultural change (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “What are the responsibilities of the HR department?” The HR department also establishes organizational goals and plans as they relate to human assets. The HR department’s major everyday tasks are planning and alignment, staffing, preparing compensation offers, and orchestrating cultural change.)7. Question : Coaching, mentoring, sharing skills and experience, and promoting a friendly work environment are all forms of ________________.Organizational citizenship behaviorsPositive attitudesWork engagementOrganizational commitment (The answer can be found in Chapter 6 of BUS 303: Human Resource Management, in the section “Work behaviors” Coaching, mentoring or supporting new co-workers, sharing skills and experience, promoting a friendly work environment and a healthy team spirit, abiding by and encouraging others to follow organizational norms, regulations and procedures, and assisting employees with their emotional and personal problems are all forms of positive performance that go above and beyond the call of duty. They are not explicit role expectations, and are rarely, if ever, formally recognized or rewarded by the organization. These work behaviors are known as organizational citizenship behaviors.)8. Question : The ______ contains Title VII which guarantees equal opportunity in employment, and prohibits discrimination based on gender, religion, race, national origin or color.Equal Employment Opportunity ActAffirmative Action LawEqual Employment Opportunities CommissionCivil Rights Act (The answer can be found in Chapter 4 of BUS 303: Human Resource Management, in the section “Legal dimensions of recruitment: Equal employment opportunity and discrimination” The Civil Rights Act of 1964 is divided into several sections, or titles, each dealing with particular facets of discrimination. Title VII guarantees equal opportunity in employment, and prompted the establishment of the Equal Employment Opportunities Commission (EEOC) to administer and enforce federal civil rights laws.)9. Question : ______ is the process of reducing the workforce through eliminating jobs, which cuts costs and improves efficiency.Voluntary separation programsAttritionBuyoutsDownsizing (The answer can be found in Chapter 2 of BUS 303: Human Resource Management, in the section “Developing HR plans and strategies” Workforce downsizing is the process of reducing the workforce through eliminating jobs, which cuts costs and improves efficiency.)10. Question : Which of the following is one of the approaches to strategic HR planning?Inventory forecastingEnvironmental analysisProject budget analysisOperations management (The answer can be found in Chapter 2 of BUS 303: Human Resource Management, in the introductory section. The main approaches to strategic HR planning are environmental scanning, labor market analysis and forecasting, internal analysis and forecasting, and gap analysis.)11. Question : ______ refers to the extent of resemblance between the personal core values and beliefs of individuals and the norms, rules, regulations and values of the organizations where they work.Person-organization fitPerson-environment fitPerson-group fitPerson-job fit (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the section “Person-organization fit” Person-organization fit can be defined as the extent of resemblance between the personal core values and beliefs of individuals and the norms, rules, regulations, and values of the organizations where they work.)12. Question : Which of the following is NOT an example of human capital?SkillsOpenness to experienceKnowledgeAbilities (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the sections “Individual differences” and “Human capital” Openness to experience is one of the Big Five personality traits which are examples of individual differences, not human capital.)13. Question : Which of the following do “ergonomics” most directly address?Physical wellbeingMental wellbeingEmotional wellbeingSocial wellbeing (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Health and safety concerns and implications of job design” The purpose of ergonomics is to design jobs and work conditions that match the capabilities of the working population, and accordingly, avoid or reduce physical fatigue, injury risks, and health complaints.)14. Question : ______ refers to a more explicit form of harassment where the harassing member of the organization may be requiring the harassed member to exchange sexual favors against his or her will.Hostile work environmentQuid pro quoDisparate treatmentDisparate impact (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the section “Foundational concepts for the enforcement of employment laws” Quid pro quo (Latin for “this for that”) is a more explicit form of harassment where the harassing member of the organization may be requiring the harassed member to exchange sexual favors against his or her will.)15. Question : ______________ refers to the degree to which an organization is able to maximize the productivity of given resources, produce a given amount of output with minimal resources, or accomplish both.Organizational efficiencyOrganizational yieldOrganizational managementOrganizational effectiveness (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “The strategic value of HRM for employees and the organization” Organizational efficiency is the degree to which an organization is able to maximize the productivity of given resources, produce a given amount of output with minimal resources, or accomplish both.)<strong>BUS 303 Week 3 Assignment Performance Appraisal Assignment</strong>Performance Appraisal AssignmentWrite a paper describing how effective performance appraisals can increase employee performance.This paper should include sections on the strategic advantages of performance appraisals, potential forms of bias within the appraisal system, as well as how performance appraisals can contribute to the achievement of strategic objectives.The paper should be 2-3 pages in length<strong>BUS 303 Week 3 DQs</strong>Week 3 DQ 1 Performance ManagementPerformance management is an important HRM function as it is the processes and actions taken to align employee performance with organizational objectives. Watch the video and in 200-250 words evaluate whether your company's formal performance evaluation process is effective. What steps could be taken to make it more effective? What is the role of HR in performance evaluation? Who is responsible for it?  Respond to at least two of your classmates' postings.Week 3 DQ 2 Compensation and BenefitsWhat impact do benefit offerings have on marketplace competitiveness and the ability to attract and keep quality employees? Do you think pay is the primary motivating factor for most job applicants and existing employees? Respond to at least two of your classmates' postings<strong>BUS 303 Week 4 DQs</strong>Week 4 DQ 1 Training CostsHow has technology fostered new cost-effective virtual methods of training? In your view, how must training programs continue to evolve in order to do more with diminished financial resources? In 200-250 words, respond to at least two of your classmates' postings.Week 4 DQ 2 Training and Career DevelopmentWhat is HR’s role in impacting your the career development of employees? What should be the role of training? How can training programs be evaluated on their effectiveness? In 200-250 words, respond to at least two of your classmates' postings.<strong>BUS 303 Week 4 Quiz</strong>1. Question : Which of the following does NOT apply to flextime, job sharing, and telecommuting?They are mandatory.They are flexible work arrangements.They are voluntary benefits.They can facilitate work-life balance. (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the sections “Mandatory benefits” and “Work-life benefits and flexible work arrangements” These benefits are voluntary, flexible work arrangements that can facilitate work life balance.)2. Question : ______ may be offered to employees for career development purposes, and they can be provided either on- or off-site. It can be in the form of workshops, courses offered by consultants, or classes offered by universities.Professional certificationOn-the-job trainingFormal educationSelf-paced training (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the section “Training delivery: Decisions about types of training” Formal education opportunities may be offered to employees for career development purposes, and they can be provided either on- or off-site. Formal education can be in the form of workshops, courses offered by consultants, or classes offered by universities.)3. Question : Which of the following is LEAST likely to be an example of social recruiting?Monster.comTwitterLinkedInYouTube (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Technology and HRM” Social recruiting has taken many forms, such as the sourcing of candidates on such social networks as Facebook, LinkedIn, YouTube, Twitter, and others.)4. Question : In ______ plans, a managed care organization of doctors, hospitals, and other health care providers makes a covenant with an insurer to provide health care services to employees or members at reduced rates.Preferred provider organization (PPO)Defined benefitHealth maintenance organization (HMO)Defined contribution (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the feature box “Benefits: A cost-benefit approach” A study of Fortune 500 companies introducing work-life initiatives has shown that simply announcing those initiatives was followed by a 0.39% increase in average share prices.5. Question : ______ refers to expanding the collective capacities of organizational members to engage effectively in leadership roles and processes.Upward mobilityLeadership developmentManagement trainingCareer development (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the section “Leadership development and management training” Leadership development can be defined as expanding the collective capacities of organizational members to engage effectively in leadership roles and processes.)6. Question : According to General Motors’s findings, how much money does an obese employee annually cost the company in health services?Less than $1000$1000 - $3000$3000 - $5000More than $5000 (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the feature box “Benefits: A cost-benefit approach” General Motors has found that obesity costs the company an additional $1000 to $3000 per year per obese employee in health services, which add up to about $300 million in additional costs.)7. Question : ______ refers to a process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities (KSAs) that enable them to perform their current job-related duties more effectively and responsibly.Career advancementEmployee developmentSuccession planningEmployee training (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the introductory section of the chapter. Training is a process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities (KSAs) that enable them to perform their current job-related duties more effectively and responsibly.)8. Question : ______ leaders can combine the best of many cultures while avoiding these cultures’ limitations and biases.AmbiculturalGlobalEthnorelativeConscientious (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Ambicultural leaders can combine the best of many cultures while avoiding these cultures’ limitations and biases.)9. Question : Which of the following is NOT one of the HR metrics used to assess and evaluate benefits programs?Benefits as a percentage of payrollBenefits expenditures per full-time equivalentEarnings per shareReturn on expenditures(The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Assessment” Various HR metrics can be used for assessing and evaluating benefits programs, including benefits as a percentage of payroll, benefits expenditures per full-time equivalent (FTE), benefits costs by employee group, and the return on expenditures, which can be applied on the different programs an employer offers.)10. Question : Which of the following laws is LEAST associated with determining compensation?National Labor Relations ActFamily and Medical Leave ActFair Labor Standards ActEqual Pay Act (The answer can be found in Chapter 8 of BUS 303: Human Resource Management, in the section “HR laws governing compensation” Two employment laws specifically address compensation: the Equal Pay Act, which prohibits pay differentials for equal jobs across genders; and the Fair Labor Standards Act (FLSA), which regulates the distinction between exempt and non-exempt employees. In addition, employers are not the only ones who determine compensation. Labor unions are often heavily involved in the process and have a major impact on designing pay plans. The National Labor Relations Act (NLRA) gave employees the right to organize and engage in collective bargaining, through which compensation is usually determined.)11. Question : Which of the following is NOT one of the mandatory benefits?Worker’s compensationSocial securitySeverance payJury duty leave (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Voluntary benefits” Severance pay is one of the voluntary benefits. All the other choices are mandatory benefits.)12. Question : _____________ refers to status or power differentials between the leaders and employees.Physical distanceStructural distanceGlobal distancePsychological distance (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Psychological or social distance refers to status or power differentials between the leaders and employees. )13. Question : Which of the following is NOT true about the current demographic trends in the workforce?The number of women in the workforce today is almost equal to the number of men.70% of men reported that they would take a pay cut to spend more time with family.About 80% of couples have single income households.One in three children is born to a single mother. (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Demographic trends: The changing needs of a diverse population” About 80% of couples are dual career earners, with women contributing on average almost half the family income. All the other statements are correct.)14. Question : ______ refers to distance between leaders and employees due to centralization, departmentalization, and span of controlPhysical distanceStructural distanceSocial distancePsychological distance (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Structural distance is distance between leaders and employees due to centralization, departmentalization, and span of control.)15. Question : Which of the following is NOT one of the four health conditions that account for the majority of healthcare costs?CancerHIVObesityDiabetes(The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Monitoring costs” Four specific health conditions—cardiovascular disease, cancer, diabetes, and obesity—have been recognized to account for 75% of healthcare costs.)<strong>BUS 303 Week 5 Assignment Reflective Paper</strong>Reflective PaperThe Reflective Paper should demonstrate understanding of the reading assignments as well as the implications of new knowledge. The eight-page paper should integrate readings and class discussions into work and life experience. It may include explanation and examples from previous experience as well as implications for future application.The purpose of the Reflective Paper is for you to culminate the learning achieved in the course by describing your understanding and application of knowledge in the field of human resource management.Focus of the Reflective PaperThe primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. Consider all the areas of HRM that have been discussed in class:EEO and Affirmative Action, Human resources planning, recruitment, and selection, Human resources development, Compensation and benefits, Safety and Health, and Employee and labor relations.Submit a Reflective Paper in which you explain how these aspects work together to perform that primary function. Are any aspects more important than the others? Why or why not? How do you believe the HRM role can be optimized for shaping organizational and employee behavior?The Reflective Paper must: (a) identify the main issues in the chosen area, (b) demonstrate new learning that has occurred, (c) include class activities or incidents that facilitated learning and understanding, (d) identify specific current and/or future applications and relevance to your workplace, and (e) reflect the potential impact to your future career plans or even in your personal life at home. The emphasis of the Reflective Paper should be on parts 'd' and 'e,' and on the application of new learning. Explore, in depth, the benefits of the new learning and understanding that has taken place.Writing the Reflective PaperThe Reflective Paper:Must be eight double-spaced pages in length and formatted according to APA style as outlined in your approved style guide. Must include a cover page that includes: Name of paper Student's name Course number and name Instructor's name Date submitted Must include an introductory paragraph with a succinct thesis statement. Must address the topic of the paper with critical thought. Must conclude with a restatement of the thesis and a conclusion paragraph. Must use APA style as outlined in your approved style guide to document all sources. Must include, on the final page, a Reference List that is completed according to APA style as outlined in your approved style guide.<strong>BUS 303 Week 5 DQs</strong>Week 5 DQ 1 Global HRMHow does the current landscape of global HRM impact HR planning?  What are the HRM implications of Hofstede’s, Trompenaars’, and the GLOBE models’ cross-cultural dimensions?Respond to at least two of your classmates' postings.Week 5 DQ 2 The Future of HRMWhich areas of HR do you think will be most affected by current and future trends discussed in this course? What are some of the changes that will need to be made in order to keep up with these trends? Respond to at least two of your classmates' postings.
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<strong>BUS 303 Week 1 DQs</strong>Week 1 DQ1 HR and ManagementExplain what the author means by the statement that “Every manager is an HR manager”. Do you agree? Give examples to backup your point of view. Respond to at least two of your classmates’ posts by Day 7.Week 1 DQ2 SWOT Environmental ScanningIn 200 to 250 words, conduct a basic SWOT analysis of an organization or department to which you belong. How do you see these factors affecting the direction of HR? Respond to at least two of your classmates’ posts by Day 7.<strong>BUS 303 Week 2 Assignment Job Description Paper</strong>Job Description PaperThe primary function of the job description paper is to increase students understand of their current or prospective job position.The paper should be in alignment with the position outlined in the introduction discussion forum and the position used in the final paper.The following areas of the job description should be considered: Tasks, Tools and Technology, Knowledge, Skills and Abilities, Educational Requirements.Submit a Job Description paper in which you describe each of the above mentioned areas of job description from the vantage point of your chosen position.Likewise, the paper should include a description of at least two selection methods used to recruit qualified candidates and why these two selection methods would be most appropriate.<strong>BUS 303 Week 2 DQs</strong>Week 2 DQ 1 HR Planning ProcessIn 200 – 250 words, what is Human Resources planning? How does the HR planning process facilitate the achievement of an organization's strategic objectives? Use examples pulled from an organization with which you are familiar. Respond to at least two of your classmates' postingsWeek 2 DQ2 Employee Selection MethodsIn 200 – 250 words, what are the goals of employee selection? Compare and contrast two selection methods and how these selection methods impact the achievement of organizational objectives? Respond to at least two of your classmates’ postings.<strong>BUS 303 Week 2 Quiz</strong>1. Question : All the following are forms of compensation except:Fixed working hoursBonusesAwardsEquity (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “Preparing compensation offers” Compensation packages can come in the form of pay, benefits, and such incentives as days off, bonuses, equities, awards, raises, flexible working hours, or promotions and opportunities for career development.)2. Question : ______ is the broadening of the types of tasks and responsibilities performed on the job, with the purpose of creating interesting and less monotonous jobs.Job enrichmentJob enlargementJob rotationTask significance (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Job enlargement, enrichment and rotation” Job enlargement is the broadening of the types of tasks and responsibilities performed on the job, for the purpose of creating interesting and less monotonous jobs.)3. Question : ______ provide the service of leasing talent to other organizations based on their needs.Employment agenciesHeadhuntersTemp agenciesContingency firms (The answer can be found in Chapter 4 of BUS 303: Human Resource Management, in the section “Professional employer organizations and temp agencies” PEOs and temp agencies provide the service of leasing talent to other organizations based on their needs.)4. Question : ______ is the degree to which the job allows the incumbent to complete an identifiable work product and see clearly tangible or perceivable outcomes.Skill varietyTask identityAutonomyTask significance (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Hackman & Oldham’s job characteristics model” Task identity is the degree to which the job allows the incumbent to complete an identifiable work product and see clearly tangible or perceivable outcomes.)5. Question : Which of the following is NOT one of the ways to measure HR strategic effectiveness?Return on investmentPrice effectiveness testEconomic value addedBalanced scorecards (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “The strategic value of HRM for employees and the organization” HR strategic effectiveness can be measured in many ways, such as return on investment (ROI), economic value added (EVA), and the balanced scorecards.)6. Question : Which of the following is one of HR department’s major everyday tasks?Sales and operations planningSupply chain managementInventory accountingOrchestrating cultural change (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “What are the responsibilities of the HR department?” The HR department also establishes organizational goals and plans as they relate to human assets. The HR department’s major everyday tasks are planning and alignment, staffing, preparing compensation offers, and orchestrating cultural change.)7. Question : Coaching, mentoring, sharing skills and experience, and promoting a friendly work environment are all forms of ________________.Organizational citizenship behaviorsPositive attitudesWork engagementOrganizational commitment (The answer can be found in Chapter 6 of BUS 303: Human Resource Management, in the section “Work behaviors” Coaching, mentoring or supporting new co-workers, sharing skills and experience, promoting a friendly work environment and a healthy team spirit, abiding by and encouraging others to follow organizational norms, regulations and procedures, and assisting employees with their emotional and personal problems are all forms of positive performance that go above and beyond the call of duty. They are not explicit role expectations, and are rarely, if ever, formally recognized or rewarded by the organization. These work behaviors are known as organizational citizenship behaviors.)8. Question : The ______ contains Title VII which guarantees equal opportunity in employment, and prohibits discrimination based on gender, religion, race, national origin or color.Equal Employment Opportunity ActAffirmative Action LawEqual Employment Opportunities CommissionCivil Rights Act (The answer can be found in Chapter 4 of BUS 303: Human Resource Management, in the section “Legal dimensions of recruitment: Equal employment opportunity and discrimination” The Civil Rights Act of 1964 is divided into several sections, or titles, each dealing with particular facets of discrimination. Title VII guarantees equal opportunity in employment, and prompted the establishment of the Equal Employment Opportunities Commission (EEOC) to administer and enforce federal civil rights laws.)9. Question : ______ is the process of reducing the workforce through eliminating jobs, which cuts costs and improves efficiency.Voluntary separation programsAttritionBuyoutsDownsizing (The answer can be found in Chapter 2 of BUS 303: Human Resource Management, in the section “Developing HR plans and strategies” Workforce downsizing is the process of reducing the workforce through eliminating jobs, which cuts costs and improves efficiency.)10. Question : Which of the following is one of the approaches to strategic HR planning?Inventory forecastingEnvironmental analysisProject budget analysisOperations management (The answer can be found in Chapter 2 of BUS 303: Human Resource Management, in the introductory section. The main approaches to strategic HR planning are environmental scanning, labor market analysis and forecasting, internal analysis and forecasting, and gap analysis.)11. Question : ______ refers to the extent of resemblance between the personal core values and beliefs of individuals and the norms, rules, regulations and values of the organizations where they work.Person-organization fitPerson-environment fitPerson-group fitPerson-job fit (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the section “Person-organization fit” Person-organization fit can be defined as the extent of resemblance between the personal core values and beliefs of individuals and the norms, rules, regulations, and values of the organizations where they work.)12. Question : Which of the following is NOT an example of human capital?SkillsOpenness to experienceKnowledgeAbilities (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the sections “Individual differences” and “Human capital” Openness to experience is one of the Big Five personality traits which are examples of individual differences, not human capital.)13. Question : Which of the following do “ergonomics” most directly address?Physical wellbeingMental wellbeingEmotional wellbeingSocial wellbeing (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Health and safety concerns and implications of job design” The purpose of ergonomics is to design jobs and work conditions that match the capabilities of the working population, and accordingly, avoid or reduce physical fatigue, injury risks, and health complaints.)14. Question : ______ refers to a more explicit form of harassment where the harassing member of the organization may be requiring the harassed member to exchange sexual favors against his or her will.Hostile work environmentQuid pro quoDisparate treatmentDisparate impact (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the section “Foundational concepts for the enforcement of employment laws” Quid pro quo (Latin for “this for that”) is a more explicit form of harassment where the harassing member of the organization may be requiring the harassed member to exchange sexual favors against his or her will.)15. Question : ______________ refers to the degree to which an organization is able to maximize the productivity of given resources, produce a given amount of output with minimal resources, or accomplish both.Organizational efficiencyOrganizational yieldOrganizational managementOrganizational effectiveness (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “The strategic value of HRM for employees and the organization” Organizational efficiency is the degree to which an organization is able to maximize the productivity of given resources, produce a given amount of output with minimal resources, or accomplish both.)<strong>BUS 303 Week 3 Assignment Performance Appraisal Assignment</strong>Performance Appraisal AssignmentWrite a paper describing how effective performance appraisals can increase employee performance.This paper should include sections on the strategic advantages of performance appraisals, potential forms of bias within the appraisal system, as well as how performance appraisals can contribute to the achievement of strategic objectives.The paper should be 2-3 pages in length<strong>BUS 303 Week 3 DQs</strong>Week 3 DQ 1 Performance ManagementPerformance management is an important HRM function as it is the processes and actions taken to align employee performance with organizational objectives. Watch the video and in 200-250 words evaluate whether your company's formal performance evaluation process is effective. What steps could be taken to make it more effective? What is the role of HR in performance evaluation? Who is responsible for it?  Respond to at least two of your classmates' postings.Week 3 DQ 2 Compensation and BenefitsWhat impact do benefit offerings have on marketplace competitiveness and the ability to attract and keep quality employees? Do you think pay is the primary motivating factor for most job applicants and existing employees? Respond to at least two of your classmates' postings<strong>BUS 303 Week 4 DQs</strong>Week 4 DQ 1 Training CostsHow has technology fostered new cost-effective virtual methods of training? In your view, how must training programs continue to evolve in order to do more with diminished financial resources? In 200-250 words, respond to at least two of your classmates' postings.Week 4 DQ 2 Training and Career DevelopmentWhat is HR’s role in impacting your the career development of employees? What should be the role of training? How can training programs be evaluated on their effectiveness? In 200-250 words, respond to at least two of your classmates' postings.<strong>BUS 303 Week 4 Quiz</strong>1. Question : Which of the following does NOT apply to flextime, job sharing, and telecommuting?They are mandatory.They are flexible work arrangements.They are voluntary benefits.They can facilitate work-life balance. (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the sections “Mandatory benefits” and “Work-life benefits and flexible work arrangements” These benefits are voluntary, flexible work arrangements that can facilitate work life balance.)2. Question : ______ may be offered to employees for career development purposes, and they can be provided either on- or off-site. It can be in the form of workshops, courses offered by consultants, or classes offered by universities.Professional certificationOn-the-job trainingFormal educationSelf-paced training (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the section “Training delivery: Decisions about types of training” Formal education opportunities may be offered to employees for career development purposes, and they can be provided either on- or off-site. Formal education can be in the form of workshops, courses offered by consultants, or classes offered by universities.)3. Question : Which of the following is LEAST likely to be an example of social recruiting?Monster.comTwitterLinkedInYouTube (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Technology and HRM” Social recruiting has taken many forms, such as the sourcing of candidates on such social networks as Facebook, LinkedIn, YouTube, Twitter, and others.)4. Question : In ______ plans, a managed care organization of doctors, hospitals, and other health care providers makes a covenant with an insurer to provide health care services to employees or members at reduced rates.Preferred provider organization (PPO)Defined benefitHealth maintenance organization (HMO)Defined contribution (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the feature box “Benefits: A cost-benefit approach” A study of Fortune 500 companies introducing work-life initiatives has shown that simply announcing those initiatives was followed by a 0.39% increase in average share prices.5. Question : ______ refers to expanding the collective capacities of organizational members to engage effectively in leadership roles and processes.Upward mobilityLeadership developmentManagement trainingCareer development (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the section “Leadership development and management training” Leadership development can be defined as expanding the collective capacities of organizational members to engage effectively in leadership roles and processes.)6. Question : According to General Motors’s findings, how much money does an obese employee annually cost the company in health services?Less than $1000$1000 - $3000$3000 - $5000More than $5000 (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the feature box “Benefits: A cost-benefit approach” General Motors has found that obesity costs the company an additional $1000 to $3000 per year per obese employee in health services, which add up to about $300 million in additional costs.)7. Question : ______ refers to a process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities (KSAs) that enable them to perform their current job-related duties more effectively and responsibly.Career advancementEmployee developmentSuccession planningEmployee training (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the introductory section of the chapter. Training is a process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities (KSAs) that enable them to perform their current job-related duties more effectively and responsibly.)8. Question : ______ leaders can combine the best of many cultures while avoiding these cultures’ limitations and biases.AmbiculturalGlobalEthnorelativeConscientious (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Ambicultural leaders can combine the best of many cultures while avoiding these cultures’ limitations and biases.)9. Question : Which of the following is NOT one of the HR metrics used to assess and evaluate benefits programs?Benefits as a percentage of payrollBenefits expenditures per full-time equivalentEarnings per shareReturn on expenditures(The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Assessment” Various HR metrics can be used for assessing and evaluating benefits programs, including benefits as a percentage of payroll, benefits expenditures per full-time equivalent (FTE), benefits costs by employee group, and the return on expenditures, which can be applied on the different programs an employer offers.)10. Question : Which of the following laws is LEAST associated with determining compensation?National Labor Relations ActFamily and Medical Leave ActFair Labor Standards ActEqual Pay Act (The answer can be found in Chapter 8 of BUS 303: Human Resource Management, in the section “HR laws governing compensation” Two employment laws specifically address compensation: the Equal Pay Act, which prohibits pay differentials for equal jobs across genders; and the Fair Labor Standards Act (FLSA), which regulates the distinction between exempt and non-exempt employees. In addition, employers are not the only ones who determine compensation. Labor unions are often heavily involved in the process and have a major impact on designing pay plans. The National Labor Relations Act (NLRA) gave employees the right to organize and engage in collective bargaining, through which compensation is usually determined.)11. Question : Which of the following is NOT one of the mandatory benefits?Worker’s compensationSocial securitySeverance payJury duty leave (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Voluntary benefits” Severance pay is one of the voluntary benefits. All the other choices are mandatory benefits.)12. Question : _____________ refers to status or power differentials between the leaders and employees.Physical distanceStructural distanceGlobal distancePsychological distance (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Psychological or social distance refers to status or power differentials between the leaders and employees. )13. Question : Which of the following is NOT true about the current demographic trends in the workforce?The number of women in the workforce today is almost equal to the number of men.70% of men reported that they would take a pay cut to spend more time with family.About 80% of couples have single income households.One in three children is born to a single mother. (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Demographic trends: The changing needs of a diverse population” About 80% of couples are dual career earners, with women contributing on average almost half the family income. All the other statements are correct.)14. Question : ______ refers to distance between leaders and employees due to centralization, departmentalization, and span of controlPhysical distanceStructural distanceSocial distancePsychological distance (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Structural distance is distance between leaders and employees due to centralization, departmentalization, and span of control.)15. Question : Which of the following is NOT one of the four health conditions that account for the majority of healthcare costs?CancerHIVObesityDiabetes(The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Monitoring costs” Four specific health conditions—cardiovascular disease, cancer, diabetes, and obesity—have been recognized to account for 75% of healthcare costs.)<strong>BUS 303 Week 5 Assignment Reflective Paper</strong>Reflective PaperThe Reflective Paper should demonstrate understanding of the reading assignments as well as the implications of new knowledge. The eight-page paper should integrate readings and class discussions into work and life experience. It may include explanation and examples from previous experience as well as implications for future application.The purpose of the Reflective Paper is for you to culminate the learning achieved in the course by describing your understanding and application of knowledge in the field of human resource management.Focus of the Reflective PaperThe primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. Consider all the areas of HRM that have been discussed in class:EEO and Affirmative Action, Human resources planning, recruitment, and selection, Human resources development, Compensation and benefits, Safety and Health, and Employee and labor relations.Submit a Reflective Paper in which you explain how these aspects work together to perform that primary function. Are any aspects more important than the others? Why or why not? How do you believe the HRM role can be optimized for shaping organizational and employee behavior?The Reflective Paper must: (a) identify the main issues in the chosen area, (b) demonstrate new learning that has occurred, (c) include class activities or incidents that facilitated learning and understanding, (d) identify specific current and/or future applications and relevance to your workplace, and (e) reflect the potential impact to your future career plans or even in your personal life at home. The emphasis of the Reflective Paper should be on parts 'd' and 'e,' and on the application of new learning. Explore, in depth, the benefits of the new learning and understanding that has taken place.Writing the Reflective PaperThe Reflective Paper:Must be eight double-spaced pages in length and formatted according to APA style as outlined in your approved style guide. Must include a cover page that includes: Name of paper Student's name Course number and name Instructor's name Date submitted Must include an introductory paragraph with a succinct thesis statement. Must address the topic of the paper with critical thought. Must conclude with a restatement of the thesis and a conclusion paragraph. Must use APA style as outlined in your approved style guide to document all sources. Must include, on the final page, a Reference List that is completed according to APA style as outlined in your approved style guide.<strong>BUS 303 Week 5 DQs</strong>Week 5 DQ 1 Global HRMHow does the current landscape of global HRM impact HR planning?  What are the HRM implications of Hofstede’s, Trompenaars’, and the GLOBE models’ cross-cultural dimensions?Respond to at least two of your classmates' postings.Week 5 DQ 2 The Future of HRMWhich areas of HR do you think will be most affected by current and future trends discussed in this course? What are some of the changes that will need to be made in order to keep up with these trends? Respond to at least two of your classmates' postings.
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<strong>BUS 303 Week 1 DQs</strong>Week 1 DQ1 HR and ManagementExplain what the author means by the statement that “Every manager is an HR manager”. Do you agree? Give examples to backup your point of view. Respond to at least two of your classmates’ posts by Day 7.Week 1 DQ2 SWOT Environmental ScanningIn 200 to 250 words, conduct a basic SWOT analysis of an organization or department to which you belong. How do you see these factors affecting the direction of HR? Respond to at least two of your classmates’ posts by Day 7.<strong>BUS 303 Week 2 Assignment Job Description Paper</strong>Job Description PaperThe primary function of the job description paper is to increase students understand of their current or prospective job position.The paper should be in alignment with the position outlined in the introduction discussion forum and the position used in the final paper.The following areas of the job description should be considered: Tasks, Tools and Technology, Knowledge, Skills and Abilities, Educational Requirements.Submit a Job Description paper in which you describe each of the above mentioned areas of job description from the vantage point of your chosen position.Likewise, the paper should include a description of at least two selection methods used to recruit qualified candidates and why these two selection methods would be most appropriate.<strong>BUS 303 Week 2 DQs</strong>Week 2 DQ 1 HR Planning ProcessIn 200 – 250 words, what is Human Resources planning? How does the HR planning process facilitate the achievement of an organization's strategic objectives? Use examples pulled from an organization with which you are familiar. Respond to at least two of your classmates' postingsWeek 2 DQ2 Employee Selection MethodsIn 200 – 250 words, what are the goals of employee selection? Compare and contrast two selection methods and how these selection methods impact the achievement of organizational objectives? Respond to at least two of your classmates’ postings.<strong>BUS 303 Week 2 Quiz</strong>1. Question : All the following are forms of compensation except:Fixed working hoursBonusesAwardsEquity (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “Preparing compensation offers” Compensation packages can come in the form of pay, benefits, and such incentives as days off, bonuses, equities, awards, raises, flexible working hours, or promotions and opportunities for career development.)2. Question : ______ is the broadening of the types of tasks and responsibilities performed on the job, with the purpose of creating interesting and less monotonous jobs.Job enrichmentJob enlargementJob rotationTask significance (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Job enlargement, enrichment and rotation” Job enlargement is the broadening of the types of tasks and responsibilities performed on the job, for the purpose of creating interesting and less monotonous jobs.)3. Question : ______ provide the service of leasing talent to other organizations based on their needs.Employment agenciesHeadhuntersTemp agenciesContingency firms (The answer can be found in Chapter 4 of BUS 303: Human Resource Management, in the section “Professional employer organizations and temp agencies” PEOs and temp agencies provide the service of leasing talent to other organizations based on their needs.)4. Question : ______ is the degree to which the job allows the incumbent to complete an identifiable work product and see clearly tangible or perceivable outcomes.Skill varietyTask identityAutonomyTask significance (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Hackman & Oldham’s job characteristics model” Task identity is the degree to which the job allows the incumbent to complete an identifiable work product and see clearly tangible or perceivable outcomes.)5. Question : Which of the following is NOT one of the ways to measure HR strategic effectiveness?Return on investmentPrice effectiveness testEconomic value addedBalanced scorecards (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “The strategic value of HRM for employees and the organization” HR strategic effectiveness can be measured in many ways, such as return on investment (ROI), economic value added (EVA), and the balanced scorecards.)6. Question : Which of the following is one of HR department’s major everyday tasks?Sales and operations planningSupply chain managementInventory accountingOrchestrating cultural change (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “What are the responsibilities of the HR department?” The HR department also establishes organizational goals and plans as they relate to human assets. The HR department’s major everyday tasks are planning and alignment, staffing, preparing compensation offers, and orchestrating cultural change.)7. Question : Coaching, mentoring, sharing skills and experience, and promoting a friendly work environment are all forms of ________________.Organizational citizenship behaviorsPositive attitudesWork engagementOrganizational commitment (The answer can be found in Chapter 6 of BUS 303: Human Resource Management, in the section “Work behaviors” Coaching, mentoring or supporting new co-workers, sharing skills and experience, promoting a friendly work environment and a healthy team spirit, abiding by and encouraging others to follow organizational norms, regulations and procedures, and assisting employees with their emotional and personal problems are all forms of positive performance that go above and beyond the call of duty. They are not explicit role expectations, and are rarely, if ever, formally recognized or rewarded by the organization. These work behaviors are known as organizational citizenship behaviors.)8. Question : The ______ contains Title VII which guarantees equal opportunity in employment, and prohibits discrimination based on gender, religion, race, national origin or color.Equal Employment Opportunity ActAffirmative Action LawEqual Employment Opportunities CommissionCivil Rights Act (The answer can be found in Chapter 4 of BUS 303: Human Resource Management, in the section “Legal dimensions of recruitment: Equal employment opportunity and discrimination” The Civil Rights Act of 1964 is divided into several sections, or titles, each dealing with particular facets of discrimination. Title VII guarantees equal opportunity in employment, and prompted the establishment of the Equal Employment Opportunities Commission (EEOC) to administer and enforce federal civil rights laws.)9. Question : ______ is the process of reducing the workforce through eliminating jobs, which cuts costs and improves efficiency.Voluntary separation programsAttritionBuyoutsDownsizing (The answer can be found in Chapter 2 of BUS 303: Human Resource Management, in the section “Developing HR plans and strategies” Workforce downsizing is the process of reducing the workforce through eliminating jobs, which cuts costs and improves efficiency.)10. Question : Which of the following is one of the approaches to strategic HR planning?Inventory forecastingEnvironmental analysisProject budget analysisOperations management (The answer can be found in Chapter 2 of BUS 303: Human Resource Management, in the introductory section. The main approaches to strategic HR planning are environmental scanning, labor market analysis and forecasting, internal analysis and forecasting, and gap analysis.)11. Question : ______ refers to the extent of resemblance between the personal core values and beliefs of individuals and the norms, rules, regulations and values of the organizations where they work.Person-organization fitPerson-environment fitPerson-group fitPerson-job fit (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the section “Person-organization fit” Person-organization fit can be defined as the extent of resemblance between the personal core values and beliefs of individuals and the norms, rules, regulations, and values of the organizations where they work.)12. Question : Which of the following is NOT an example of human capital?SkillsOpenness to experienceKnowledgeAbilities (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the sections “Individual differences” and “Human capital” Openness to experience is one of the Big Five personality traits which are examples of individual differences, not human capital.)13. Question : Which of the following do “ergonomics” most directly address?Physical wellbeingMental wellbeingEmotional wellbeingSocial wellbeing (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Health and safety concerns and implications of job design” The purpose of ergonomics is to design jobs and work conditions that match the capabilities of the working population, and accordingly, avoid or reduce physical fatigue, injury risks, and health complaints.)14. Question : ______ refers to a more explicit form of harassment where the harassing member of the organization may be requiring the harassed member to exchange sexual favors against his or her will.Hostile work environmentQuid pro quoDisparate treatmentDisparate impact (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the section “Foundational concepts for the enforcement of employment laws” Quid pro quo (Latin for “this for that”) is a more explicit form of harassment where the harassing member of the organization may be requiring the harassed member to exchange sexual favors against his or her will.)15. Question : ______________ refers to the degree to which an organization is able to maximize the productivity of given resources, produce a given amount of output with minimal resources, or accomplish both.Organizational efficiencyOrganizational yieldOrganizational managementOrganizational effectiveness (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “The strategic value of HRM for employees and the organization” Organizational efficiency is the degree to which an organization is able to maximize the productivity of given resources, produce a given amount of output with minimal resources, or accomplish both.)<strong>BUS 303 Week 3 Assignment Performance Appraisal Assignment</strong>Performance Appraisal AssignmentWrite a paper describing how effective performance appraisals can increase employee performance.This paper should include sections on the strategic advantages of performance appraisals, potential forms of bias within the appraisal system, as well as how performance appraisals can contribute to the achievement of strategic objectives.The paper should be 2-3 pages in length<strong>BUS 303 Week 3 DQs</strong>Week 3 DQ 1 Performance ManagementPerformance management is an important HRM function as it is the processes and actions taken to align employee performance with organizational objectives. Watch the video and in 200-250 words evaluate whether your company's formal performance evaluation process is effective. What steps could be taken to make it more effective? What is the role of HR in performance evaluation? Who is responsible for it?  Respond to at least two of your classmates' postings.Week 3 DQ 2 Compensation and BenefitsWhat impact do benefit offerings have on marketplace competitiveness and the ability to attract and keep quality employees? Do you think pay is the primary motivating factor for most job applicants and existing employees? Respond to at least two of your classmates' postings<strong>BUS 303 Week 4 DQs</strong>Week 4 DQ 1 Training CostsHow has technology fostered new cost-effective virtual methods of training? In your view, how must training programs continue to evolve in order to do more with diminished financial resources? In 200-250 words, respond to at least two of your classmates' postings.Week 4 DQ 2 Training and Career DevelopmentWhat is HR’s role in impacting your the career development of employees? What should be the role of training? How can training programs be evaluated on their effectiveness? In 200-250 words, respond to at least two of your classmates' postings.<strong>BUS 303 Week 4 Quiz</strong>1. Question : Which of the following does NOT apply to flextime, job sharing, and telecommuting?They are mandatory.They are flexible work arrangements.They are voluntary benefits.They can facilitate work-life balance. (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the sections “Mandatory benefits” and “Work-life benefits and flexible work arrangements” These benefits are voluntary, flexible work arrangements that can facilitate work life balance.)2. Question : ______ may be offered to employees for career development purposes, and they can be provided either on- or off-site. It can be in the form of workshops, courses offered by consultants, or classes offered by universities.Professional certificationOn-the-job trainingFormal educationSelf-paced training (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the section “Training delivery: Decisions about types of training” Formal education opportunities may be offered to employees for career development purposes, and they can be provided either on- or off-site. Formal education can be in the form of workshops, courses offered by consultants, or classes offered by universities.)3. Question : Which of the following is LEAST likely to be an example of social recruiting?Monster.comTwitterLinkedInYouTube (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Technology and HRM” Social recruiting has taken many forms, such as the sourcing of candidates on such social networks as Facebook, LinkedIn, YouTube, Twitter, and others.)4. Question : In ______ plans, a managed care organization of doctors, hospitals, and other health care providers makes a covenant with an insurer to provide health care services to employees or members at reduced rates.Preferred provider organization (PPO)Defined benefitHealth maintenance organization (HMO)Defined contribution (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the feature box “Benefits: A cost-benefit approach” A study of Fortune 500 companies introducing work-life initiatives has shown that simply announcing those initiatives was followed by a 0.39% increase in average share prices.5. Question : ______ refers to expanding the collective capacities of organizational members to engage effectively in leadership roles and processes.Upward mobilityLeadership developmentManagement trainingCareer development (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the section “Leadership development and management training” Leadership development can be defined as expanding the collective capacities of organizational members to engage effectively in leadership roles and processes.)6. Question : According to General Motors’s findings, how much money does an obese employee annually cost the company in health services?Less than $1000$1000 - $3000$3000 - $5000More than $5000 (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the feature box “Benefits: A cost-benefit approach” General Motors has found that obesity costs the company an additional $1000 to $3000 per year per obese employee in health services, which add up to about $300 million in additional costs.)7. Question : ______ refers to a process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities (KSAs) that enable them to perform their current job-related duties more effectively and responsibly.Career advancementEmployee developmentSuccession planningEmployee training (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the introductory section of the chapter. Training is a process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities (KSAs) that enable them to perform their current job-related duties more effectively and responsibly.)8. Question : ______ leaders can combine the best of many cultures while avoiding these cultures’ limitations and biases.AmbiculturalGlobalEthnorelativeConscientious (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Ambicultural leaders can combine the best of many cultures while avoiding these cultures’ limitations and biases.)9. Question : Which of the following is NOT one of the HR metrics used to assess and evaluate benefits programs?Benefits as a percentage of payrollBenefits expenditures per full-time equivalentEarnings per shareReturn on expenditures(The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Assessment” Various HR metrics can be used for assessing and evaluating benefits programs, including benefits as a percentage of payroll, benefits expenditures per full-time equivalent (FTE), benefits costs by employee group, and the return on expenditures, which can be applied on the different programs an employer offers.)10. Question : Which of the following laws is LEAST associated with determining compensation?National Labor Relations ActFamily and Medical Leave ActFair Labor Standards ActEqual Pay Act (The answer can be found in Chapter 8 of BUS 303: Human Resource Management, in the section “HR laws governing compensation” Two employment laws specifically address compensation: the Equal Pay Act, which prohibits pay differentials for equal jobs across genders; and the Fair Labor Standards Act (FLSA), which regulates the distinction between exempt and non-exempt employees. In addition, employers are not the only ones who determine compensation. Labor unions are often heavily involved in the process and have a major impact on designing pay plans. The National Labor Relations Act (NLRA) gave employees the right to organize and engage in collective bargaining, through which compensation is usually determined.)11. Question : Which of the following is NOT one of the mandatory benefits?Worker’s compensationSocial securitySeverance payJury duty leave (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Voluntary benefits” Severance pay is one of the voluntary benefits. All the other choices are mandatory benefits.)12. Question : _____________ refers to status or power differentials between the leaders and employees.Physical distanceStructural distanceGlobal distancePsychological distance (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Psychological or social distance refers to status or power differentials between the leaders and employees. )13. Question : Which of the following is NOT true about the current demographic trends in the workforce?The number of women in the workforce today is almost equal to the number of men.70% of men reported that they would take a pay cut to spend more time with family.About 80% of couples have single income households.One in three children is born to a single mother. (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Demographic trends: The changing needs of a diverse population” About 80% of couples are dual career earners, with women contributing on average almost half the family income. All the other statements are correct.)14. Question : ______ refers to distance between leaders and employees due to centralization, departmentalization, and span of controlPhysical distanceStructural distanceSocial distancePsychological distance (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Structural distance is distance between leaders and employees due to centralization, departmentalization, and span of control.)15. Question : Which of the following is NOT one of the four health conditions that account for the majority of healthcare costs?CancerHIVObesityDiabetes(The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Monitoring costs” Four specific health conditions—cardiovascular disease, cancer, diabetes, and obesity—have been recognized to account for 75% of healthcare costs.)<strong>BUS 303 Week 5 Assignment Reflective Paper</strong>Reflective PaperThe Reflective Paper should demonstrate understanding of the reading assignments as well as the implications of new knowledge. The eight-page paper should integrate readings and class discussions into work and life experience. It may include explanation and examples from previous experience as well as implications for future application.The purpose of the Reflective Paper is for you to culminate the learning achieved in the course by describing your understanding and application of knowledge in the field of human resource management.Focus of the Reflective PaperThe primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. Consider all the areas of HRM that have been discussed in class:EEO and Affirmative Action, Human resources planning, recruitment, and selection, Human resources development, Compensation and benefits, Safety and Health, and Employee and labor relations.Submit a Reflective Paper in which you explain how these aspects work together to perform that primary function. Are any aspects more important than the others? Why or why not? How do you believe the HRM role can be optimized for shaping organizational and employee behavior?The Reflective Paper must: (a) identify the main issues in the chosen area, (b) demonstrate new learning that has occurred, (c) include class activities or incidents that facilitated learning and understanding, (d) identify specific current and/or future applications and relevance to your workplace, and (e) reflect the potential impact to your future career plans or even in your personal life at home. The emphasis of the Reflective Paper should be on parts 'd' and 'e,' and on the application of new learning. Explore, in depth, the benefits of the new learning and understanding that has taken place.Writing the Reflective PaperThe Reflective Paper:Must be eight double-spaced pages in length and formatted according to APA style as outlined in your approved style guide. Must include a cover page that includes: Name of paper Student's name Course number and name Instructor's name Date submitted Must include an introductory paragraph with a succinct thesis statement. Must address the topic of the paper with critical thought. Must conclude with a restatement of the thesis and a conclusion paragraph. Must use APA style as outlined in your approved style guide to document all sources. Must include, on the final page, a Reference List that is completed according to APA style as outlined in your approved style guide.<strong>BUS 303 Week 5 DQs</strong>Week 5 DQ 1 Global HRMHow does the current landscape of global HRM impact HR planning?  What are the HRM implications of Hofstede’s, Trompenaars’, and the GLOBE models’ cross-cultural dimensions?Respond to at least two of your classmates' postings.Week 5 DQ 2 The Future of HRMWhich areas of HR do you think will be most affected by current and future trends discussed in this course? What are some of the changes that will need to be made in order to keep up with these trends? Respond to at least two of your classmates' postings.
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<strong>BUS 303 Week 1 DQs</strong>Week 1 DQ1 HR and ManagementExplain what the author means by the statement that “Every manager is an HR manager”. Do you agree? Give examples to backup your point of view. Respond to at least two of your classmates’ posts by Day 7.Week 1 DQ2 SWOT Environmental ScanningIn 200 to 250 words, conduct a basic SWOT analysis of an organization or department to which you belong. How do you see these factors affecting the direction of HR? Respond to at least two of your classmates’ posts by Day 7.<strong>BUS 303 Week 2 Assignment Job Description Paper</strong>Job Description PaperThe primary function of the job description paper is to increase students understand of their current or prospective job position.The paper should be in alignment with the position outlined in the introduction discussion forum and the position used in the final paper.The following areas of the job description should be considered: Tasks, Tools and Technology, Knowledge, Skills and Abilities, Educational Requirements.Submit a Job Description paper in which you describe each of the above mentioned areas of job description from the vantage point of your chosen position.Likewise, the paper should include a description of at least two selection methods used to recruit qualified candidates and why these two selection methods would be most appropriate.<strong>BUS 303 Week 2 DQs</strong>Week 2 DQ 1 HR Planning ProcessIn 200 – 250 words, what is Human Resources planning? How does the HR planning process facilitate the achievement of an organization's strategic objectives? Use examples pulled from an organization with which you are familiar. Respond to at least two of your classmates' postingsWeek 2 DQ2 Employee Selection MethodsIn 200 – 250 words, what are the goals of employee selection? Compare and contrast two selection methods and how these selection methods impact the achievement of organizational objectives? Respond to at least two of your classmates’ postings.<strong>BUS 303 Week 2 Quiz</strong>1. Question : All the following are forms of compensation except:Fixed working hoursBonusesAwardsEquity (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “Preparing compensation offers” Compensation packages can come in the form of pay, benefits, and such incentives as days off, bonuses, equities, awards, raises, flexible working hours, or promotions and opportunities for career development.)2. Question : ______ is the broadening of the types of tasks and responsibilities performed on the job, with the purpose of creating interesting and less monotonous jobs.Job enrichmentJob enlargementJob rotationTask significance (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Job enlargement, enrichment and rotation” Job enlargement is the broadening of the types of tasks and responsibilities performed on the job, for the purpose of creating interesting and less monotonous jobs.)3. Question : ______ provide the service of leasing talent to other organizations based on their needs.Employment agenciesHeadhuntersTemp agenciesContingency firms (The answer can be found in Chapter 4 of BUS 303: Human Resource Management, in the section “Professional employer organizations and temp agencies” PEOs and temp agencies provide the service of leasing talent to other organizations based on their needs.)4. Question : ______ is the degree to which the job allows the incumbent to complete an identifiable work product and see clearly tangible or perceivable outcomes.Skill varietyTask identityAutonomyTask significance (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Hackman & Oldham’s job characteristics model” Task identity is the degree to which the job allows the incumbent to complete an identifiable work product and see clearly tangible or perceivable outcomes.)5. Question : Which of the following is NOT one of the ways to measure HR strategic effectiveness?Return on investmentPrice effectiveness testEconomic value addedBalanced scorecards (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “The strategic value of HRM for employees and the organization” HR strategic effectiveness can be measured in many ways, such as return on investment (ROI), economic value added (EVA), and the balanced scorecards.)6. Question : Which of the following is one of HR department’s major everyday tasks?Sales and operations planningSupply chain managementInventory accountingOrchestrating cultural change (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “What are the responsibilities of the HR department?” The HR department also establishes organizational goals and plans as they relate to human assets. The HR department’s major everyday tasks are planning and alignment, staffing, preparing compensation offers, and orchestrating cultural change.)7. Question : Coaching, mentoring, sharing skills and experience, and promoting a friendly work environment are all forms of ________________.Organizational citizenship behaviorsPositive attitudesWork engagementOrganizational commitment (The answer can be found in Chapter 6 of BUS 303: Human Resource Management, in the section “Work behaviors” Coaching, mentoring or supporting new co-workers, sharing skills and experience, promoting a friendly work environment and a healthy team spirit, abiding by and encouraging others to follow organizational norms, regulations and procedures, and assisting employees with their emotional and personal problems are all forms of positive performance that go above and beyond the call of duty. They are not explicit role expectations, and are rarely, if ever, formally recognized or rewarded by the organization. These work behaviors are known as organizational citizenship behaviors.)8. Question : The ______ contains Title VII which guarantees equal opportunity in employment, and prohibits discrimination based on gender, religion, race, national origin or color.Equal Employment Opportunity ActAffirmative Action LawEqual Employment Opportunities CommissionCivil Rights Act (The answer can be found in Chapter 4 of BUS 303: Human Resource Management, in the section “Legal dimensions of recruitment: Equal employment opportunity and discrimination” The Civil Rights Act of 1964 is divided into several sections, or titles, each dealing with particular facets of discrimination. Title VII guarantees equal opportunity in employment, and prompted the establishment of the Equal Employment Opportunities Commission (EEOC) to administer and enforce federal civil rights laws.)9. Question : ______ is the process of reducing the workforce through eliminating jobs, which cuts costs and improves efficiency.Voluntary separation programsAttritionBuyoutsDownsizing (The answer can be found in Chapter 2 of BUS 303: Human Resource Management, in the section “Developing HR plans and strategies” Workforce downsizing is the process of reducing the workforce through eliminating jobs, which cuts costs and improves efficiency.)10. Question : Which of the following is one of the approaches to strategic HR planning?Inventory forecastingEnvironmental analysisProject budget analysisOperations management (The answer can be found in Chapter 2 of BUS 303: Human Resource Management, in the introductory section. The main approaches to strategic HR planning are environmental scanning, labor market analysis and forecasting, internal analysis and forecasting, and gap analysis.)11. Question : ______ refers to the extent of resemblance between the personal core values and beliefs of individuals and the norms, rules, regulations and values of the organizations where they work.Person-organization fitPerson-environment fitPerson-group fitPerson-job fit (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the section “Person-organization fit” Person-organization fit can be defined as the extent of resemblance between the personal core values and beliefs of individuals and the norms, rules, regulations, and values of the organizations where they work.)12. Question : Which of the following is NOT an example of human capital?SkillsOpenness to experienceKnowledgeAbilities (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the sections “Individual differences” and “Human capital” Openness to experience is one of the Big Five personality traits which are examples of individual differences, not human capital.)13. Question : Which of the following do “ergonomics” most directly address?Physical wellbeingMental wellbeingEmotional wellbeingSocial wellbeing (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Health and safety concerns and implications of job design” The purpose of ergonomics is to design jobs and work conditions that match the capabilities of the working population, and accordingly, avoid or reduce physical fatigue, injury risks, and health complaints.)14. Question : ______ refers to a more explicit form of harassment where the harassing member of the organization may be requiring the harassed member to exchange sexual favors against his or her will.Hostile work environmentQuid pro quoDisparate treatmentDisparate impact (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the section “Foundational concepts for the enforcement of employment laws” Quid pro quo (Latin for “this for that”) is a more explicit form of harassment where the harassing member of the organization may be requiring the harassed member to exchange sexual favors against his or her will.)15. Question : ______________ refers to the degree to which an organization is able to maximize the productivity of given resources, produce a given amount of output with minimal resources, or accomplish both.Organizational efficiencyOrganizational yieldOrganizational managementOrganizational effectiveness (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “The strategic value of HRM for employees and the organization” Organizational efficiency is the degree to which an organization is able to maximize the productivity of given resources, produce a given amount of output with minimal resources, or accomplish both.)<strong>BUS 303 Week 3 Assignment Performance Appraisal Assignment</strong>Performance Appraisal AssignmentWrite a paper describing how effective performance appraisals can increase employee performance.This paper should include sections on the strategic advantages of performance appraisals, potential forms of bias within the appraisal system, as well as how performance appraisals can contribute to the achievement of strategic objectives.The paper should be 2-3 pages in length<strong>BUS 303 Week 3 DQs</strong>Week 3 DQ 1 Performance ManagementPerformance management is an important HRM function as it is the processes and actions taken to align employee performance with organizational objectives. Watch the video and in 200-250 words evaluate whether your company's formal performance evaluation process is effective. What steps could be taken to make it more effective? What is the role of HR in performance evaluation? Who is responsible for it?  Respond to at least two of your classmates' postings.Week 3 DQ 2 Compensation and BenefitsWhat impact do benefit offerings have on marketplace competitiveness and the ability to attract and keep quality employees? Do you think pay is the primary motivating factor for most job applicants and existing employees? Respond to at least two of your classmates' postings<strong>BUS 303 Week 4 DQs</strong>Week 4 DQ 1 Training CostsHow has technology fostered new cost-effective virtual methods of training? In your view, how must training programs continue to evolve in order to do more with diminished financial resources? In 200-250 words, respond to at least two of your classmates' postings.Week 4 DQ 2 Training and Career DevelopmentWhat is HR’s role in impacting your the career development of employees? What should be the role of training? How can training programs be evaluated on their effectiveness? In 200-250 words, respond to at least two of your classmates' postings.<strong>BUS 303 Week 4 Quiz</strong>1. Question : Which of the following does NOT apply to flextime, job sharing, and telecommuting?They are mandatory.They are flexible work arrangements.They are voluntary benefits.They can facilitate work-life balance. (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the sections “Mandatory benefits” and “Work-life benefits and flexible work arrangements” These benefits are voluntary, flexible work arrangements that can facilitate work life balance.)2. Question : ______ may be offered to employees for career development purposes, and they can be provided either on- or off-site. It can be in the form of workshops, courses offered by consultants, or classes offered by universities.Professional certificationOn-the-job trainingFormal educationSelf-paced training (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the section “Training delivery: Decisions about types of training” Formal education opportunities may be offered to employees for career development purposes, and they can be provided either on- or off-site. Formal education can be in the form of workshops, courses offered by consultants, or classes offered by universities.)3. Question : Which of the following is LEAST likely to be an example of social recruiting?Monster.comTwitterLinkedInYouTube (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Technology and HRM” Social recruiting has taken many forms, such as the sourcing of candidates on such social networks as Facebook, LinkedIn, YouTube, Twitter, and others.)4. Question : In ______ plans, a managed care organization of doctors, hospitals, and other health care providers makes a covenant with an insurer to provide health care services to employees or members at reduced rates.Preferred provider organization (PPO)Defined benefitHealth maintenance organization (HMO)Defined contribution (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the feature box “Benefits: A cost-benefit approach” A study of Fortune 500 companies introducing work-life initiatives has shown that simply announcing those initiatives was followed by a 0.39% increase in average share prices.5. Question : ______ refers to expanding the collective capacities of organizational members to engage effectively in leadership roles and processes.Upward mobilityLeadership developmentManagement trainingCareer development (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the section “Leadership development and management training” Leadership development can be defined as expanding the collective capacities of organizational members to engage effectively in leadership roles and processes.)6. Question : According to General Motors’s findings, how much money does an obese employee annually cost the company in health services?Less than $1000$1000 - $3000$3000 - $5000More than $5000 (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the feature box “Benefits: A cost-benefit approach” General Motors has found that obesity costs the company an additional $1000 to $3000 per year per obese employee in health services, which add up to about $300 million in additional costs.)7. Question : ______ refers to a process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities (KSAs) that enable them to perform their current job-related duties more effectively and responsibly.Career advancementEmployee developmentSuccession planningEmployee training (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the introductory section of the chapter. Training is a process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities (KSAs) that enable them to perform their current job-related duties more effectively and responsibly.)8. Question : ______ leaders can combine the best of many cultures while avoiding these cultures’ limitations and biases.AmbiculturalGlobalEthnorelativeConscientious (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Ambicultural leaders can combine the best of many cultures while avoiding these cultures’ limitations and biases.)9. Question : Which of the following is NOT one of the HR metrics used to assess and evaluate benefits programs?Benefits as a percentage of payrollBenefits expenditures per full-time equivalentEarnings per shareReturn on expenditures(The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Assessment” Various HR metrics can be used for assessing and evaluating benefits programs, including benefits as a percentage of payroll, benefits expenditures per full-time equivalent (FTE), benefits costs by employee group, and the return on expenditures, which can be applied on the different programs an employer offers.)10. Question : Which of the following laws is LEAST associated with determining compensation?National Labor Relations ActFamily and Medical Leave ActFair Labor Standards ActEqual Pay Act (The answer can be found in Chapter 8 of BUS 303: Human Resource Management, in the section “HR laws governing compensation” Two employment laws specifically address compensation: the Equal Pay Act, which prohibits pay differentials for equal jobs across genders; and the Fair Labor Standards Act (FLSA), which regulates the distinction between exempt and non-exempt employees. In addition, employers are not the only ones who determine compensation. Labor unions are often heavily involved in the process and have a major impact on designing pay plans. The National Labor Relations Act (NLRA) gave employees the right to organize and engage in collective bargaining, through which compensation is usually determined.)11. Question : Which of the following is NOT one of the mandatory benefits?Worker’s compensationSocial securitySeverance payJury duty leave (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Voluntary benefits” Severance pay is one of the voluntary benefits. All the other choices are mandatory benefits.)12. Question : _____________ refers to status or power differentials between the leaders and employees.Physical distanceStructural distanceGlobal distancePsychological distance (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Psychological or social distance refers to status or power differentials between the leaders and employees. )13. Question : Which of the following is NOT true about the current demographic trends in the workforce?The number of women in the workforce today is almost equal to the number of men.70% of men reported that they would take a pay cut to spend more time with family.About 80% of couples have single income households.One in three children is born to a single mother. (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Demographic trends: The changing needs of a diverse population” About 80% of couples are dual career earners, with women contributing on average almost half the family income. All the other statements are correct.)14. Question : ______ refers to distance between leaders and employees due to centralization, departmentalization, and span of controlPhysical distanceStructural distanceSocial distancePsychological distance (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Structural distance is distance between leaders and employees due to centralization, departmentalization, and span of control.)15. Question : Which of the following is NOT one of the four health conditions that account for the majority of healthcare costs?CancerHIVObesityDiabetes(The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Monitoring costs” Four specific health conditions—cardiovascular disease, cancer, diabetes, and obesity—have been recognized to account for 75% of healthcare costs.)<strong>BUS 303 Week 5 Assignment Reflective Paper</strong>Reflective PaperThe Reflective Paper should demonstrate understanding of the reading assignments as well as the implications of new knowledge. The eight-page paper should integrate readings and class discussions into work and life experience. It may include explanation and examples from previous experience as well as implications for future application.The purpose of the Reflective Paper is for you to culminate the learning achieved in the course by describing your understanding and application of knowledge in the field of human resource management.Focus of the Reflective PaperThe primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. Consider all the areas of HRM that have been discussed in class:EEO and Affirmative Action, Human resources planning, recruitment, and selection, Human resources development, Compensation and benefits, Safety and Health, and Employee and labor relations.Submit a Reflective Paper in which you explain how these aspects work together to perform that primary function. Are any aspects more important than the others? Why or why not? How do you believe the HRM role can be optimized for shaping organizational and employee behavior?The Reflective Paper must: (a) identify the main issues in the chosen area, (b) demonstrate new learning that has occurred, (c) include class activities or incidents that facilitated learning and understanding, (d) identify specific current and/or future applications and relevance to your workplace, and (e) reflect the potential impact to your future career plans or even in your personal life at home. The emphasis of the Reflective Paper should be on parts 'd' and 'e,' and on the application of new learning. Explore, in depth, the benefits of the new learning and understanding that has taken place.Writing the Reflective PaperThe Reflective Paper:Must be eight double-spaced pages in length and formatted according to APA style as outlined in your approved style guide. Must include a cover page that includes: Name of paper Student's name Course number and name Instructor's name Date submitted Must include an introductory paragraph with a succinct thesis statement. Must address the topic of the paper with critical thought. Must conclude with a restatement of the thesis and a conclusion paragraph. Must use APA style as outlined in your approved style guide to document all sources. Must include, on the final page, a Reference List that is completed according to APA style as outlined in your approved style guide.<strong>BUS 303 Week 5 DQs</strong>Week 5 DQ 1 Global HRMHow does the current landscape of global HRM impact HR planning?  What are the HRM implications of Hofstede’s, Trompenaars’, and the GLOBE models’ cross-cultural dimensions?Respond to at least two of your classmates' postings.Week 5 DQ 2 The Future of HRMWhich areas of HR do you think will be most affected by current and future trends discussed in this course? What are some of the changes that will need to be made in order to keep up with these trends? Respond to at least two of your classmates' postings.
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<strong>BUS 303 Week 1 DQs</strong>Week 1 DQ1 HR and ManagementExplain what the author means by the statement that “Every manager is an HR manager”. Do you agree? Give examples to backup your point of view. Respond to at least two of your classmates’ posts by Day 7.Week 1 DQ2 SWOT Environmental ScanningIn 200 to 250 words, conduct a basic SWOT analysis of an organization or department to which you belong. How do you see these factors affecting the direction of HR? Respond to at least two of your classmates’ posts by Day 7.<strong>BUS 303 Week 2 Assignment Job Description Paper</strong>Job Description PaperThe primary function of the job description paper is to increase students understand of their current or prospective job position.The paper should be in alignment with the position outlined in the introduction discussion forum and the position used in the final paper.The following areas of the job description should be considered: Tasks, Tools and Technology, Knowledge, Skills and Abilities, Educational Requirements.Submit a Job Description paper in which you describe each of the above mentioned areas of job description from the vantage point of your chosen position.Likewise, the paper should include a description of at least two selection methods used to recruit qualified candidates and why these two selection methods would be most appropriate.<strong>BUS 303 Week 2 DQs</strong>Week 2 DQ 1 HR Planning ProcessIn 200 – 250 words, what is Human Resources planning? How does the HR planning process facilitate the achievement of an organization's strategic objectives? Use examples pulled from an organization with which you are familiar. Respond to at least two of your classmates' postingsWeek 2 DQ2 Employee Selection MethodsIn 200 – 250 words, what are the goals of employee selection? Compare and contrast two selection methods and how these selection methods impact the achievement of organizational objectives? Respond to at least two of your classmates’ postings.<strong>BUS 303 Week 2 Quiz</strong>1. Question : All the following are forms of compensation except:Fixed working hoursBonusesAwardsEquity (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “Preparing compensation offers” Compensation packages can come in the form of pay, benefits, and such incentives as days off, bonuses, equities, awards, raises, flexible working hours, or promotions and opportunities for career development.)2. Question : ______ is the broadening of the types of tasks and responsibilities performed on the job, with the purpose of creating interesting and less monotonous jobs.Job enrichmentJob enlargementJob rotationTask significance (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Job enlargement, enrichment and rotation” Job enlargement is the broadening of the types of tasks and responsibilities performed on the job, for the purpose of creating interesting and less monotonous jobs.)3. Question : ______ provide the service of leasing talent to other organizations based on their needs.Employment agenciesHeadhuntersTemp agenciesContingency firms (The answer can be found in Chapter 4 of BUS 303: Human Resource Management, in the section “Professional employer organizations and temp agencies” PEOs and temp agencies provide the service of leasing talent to other organizations based on their needs.)4. Question : ______ is the degree to which the job allows the incumbent to complete an identifiable work product and see clearly tangible or perceivable outcomes.Skill varietyTask identityAutonomyTask significance (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Hackman & Oldham’s job characteristics model” Task identity is the degree to which the job allows the incumbent to complete an identifiable work product and see clearly tangible or perceivable outcomes.)5. Question : Which of the following is NOT one of the ways to measure HR strategic effectiveness?Return on investmentPrice effectiveness testEconomic value addedBalanced scorecards (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “The strategic value of HRM for employees and the organization” HR strategic effectiveness can be measured in many ways, such as return on investment (ROI), economic value added (EVA), and the balanced scorecards.)6. Question : Which of the following is one of HR department’s major everyday tasks?Sales and operations planningSupply chain managementInventory accountingOrchestrating cultural change (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “What are the responsibilities of the HR department?” The HR department also establishes organizational goals and plans as they relate to human assets. The HR department’s major everyday tasks are planning and alignment, staffing, preparing compensation offers, and orchestrating cultural change.)7. Question : Coaching, mentoring, sharing skills and experience, and promoting a friendly work environment are all forms of ________________.Organizational citizenship behaviorsPositive attitudesWork engagementOrganizational commitment (The answer can be found in Chapter 6 of BUS 303: Human Resource Management, in the section “Work behaviors” Coaching, mentoring or supporting new co-workers, sharing skills and experience, promoting a friendly work environment and a healthy team spirit, abiding by and encouraging others to follow organizational norms, regulations and procedures, and assisting employees with their emotional and personal problems are all forms of positive performance that go above and beyond the call of duty. They are not explicit role expectations, and are rarely, if ever, formally recognized or rewarded by the organization. These work behaviors are known as organizational citizenship behaviors.)8. Question : The ______ contains Title VII which guarantees equal opportunity in employment, and prohibits discrimination based on gender, religion, race, national origin or color.Equal Employment Opportunity ActAffirmative Action LawEqual Employment Opportunities CommissionCivil Rights Act (The answer can be found in Chapter 4 of BUS 303: Human Resource Management, in the section “Legal dimensions of recruitment: Equal employment opportunity and discrimination” The Civil Rights Act of 1964 is divided into several sections, or titles, each dealing with particular facets of discrimination. Title VII guarantees equal opportunity in employment, and prompted the establishment of the Equal Employment Opportunities Commission (EEOC) to administer and enforce federal civil rights laws.)9. Question : ______ is the process of reducing the workforce through eliminating jobs, which cuts costs and improves efficiency.Voluntary separation programsAttritionBuyoutsDownsizing (The answer can be found in Chapter 2 of BUS 303: Human Resource Management, in the section “Developing HR plans and strategies” Workforce downsizing is the process of reducing the workforce through eliminating jobs, which cuts costs and improves efficiency.)10. Question : Which of the following is one of the approaches to strategic HR planning?Inventory forecastingEnvironmental analysisProject budget analysisOperations management (The answer can be found in Chapter 2 of BUS 303: Human Resource Management, in the introductory section. The main approaches to strategic HR planning are environmental scanning, labor market analysis and forecasting, internal analysis and forecasting, and gap analysis.)11. Question : ______ refers to the extent of resemblance between the personal core values and beliefs of individuals and the norms, rules, regulations and values of the organizations where they work.Person-organization fitPerson-environment fitPerson-group fitPerson-job fit (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the section “Person-organization fit” Person-organization fit can be defined as the extent of resemblance between the personal core values and beliefs of individuals and the norms, rules, regulations, and values of the organizations where they work.)12. Question : Which of the following is NOT an example of human capital?SkillsOpenness to experienceKnowledgeAbilities (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the sections “Individual differences” and “Human capital” Openness to experience is one of the Big Five personality traits which are examples of individual differences, not human capital.)13. Question : Which of the following do “ergonomics” most directly address?Physical wellbeingMental wellbeingEmotional wellbeingSocial wellbeing (The answer can be found in Chapter 3 of BUS 303: Human Resource Management, in the section “Health and safety concerns and implications of job design” The purpose of ergonomics is to design jobs and work conditions that match the capabilities of the working population, and accordingly, avoid or reduce physical fatigue, injury risks, and health complaints.)14. Question : ______ refers to a more explicit form of harassment where the harassing member of the organization may be requiring the harassed member to exchange sexual favors against his or her will.Hostile work environmentQuid pro quoDisparate treatmentDisparate impact (The answer can be found in Chapter 5 of BUS 303: Human Resource Management, in the section “Foundational concepts for the enforcement of employment laws” Quid pro quo (Latin for “this for that”) is a more explicit form of harassment where the harassing member of the organization may be requiring the harassed member to exchange sexual favors against his or her will.)15. Question : ______________ refers to the degree to which an organization is able to maximize the productivity of given resources, produce a given amount of output with minimal resources, or accomplish both.Organizational efficiencyOrganizational yieldOrganizational managementOrganizational effectiveness (The answer can be found in Chapter 1 of BUS 303: Human Resource Management, in the section “The strategic value of HRM for employees and the organization” Organizational efficiency is the degree to which an organization is able to maximize the productivity of given resources, produce a given amount of output with minimal resources, or accomplish both.)<strong>BUS 303 Week 3 Assignment Performance Appraisal Assignment</strong>Performance Appraisal AssignmentWrite a paper describing how effective performance appraisals can increase employee performance.This paper should include sections on the strategic advantages of performance appraisals, potential forms of bias within the appraisal system, as well as how performance appraisals can contribute to the achievement of strategic objectives.The paper should be 2-3 pages in length<strong>BUS 303 Week 3 DQs</strong>Week 3 DQ 1 Performance ManagementPerformance management is an important HRM function as it is the processes and actions taken to align employee performance with organizational objectives. Watch the video and in 200-250 words evaluate whether your company's formal performance evaluation process is effective. What steps could be taken to make it more effective? What is the role of HR in performance evaluation? Who is responsible for it?  Respond to at least two of your classmates' postings.Week 3 DQ 2 Compensation and BenefitsWhat impact do benefit offerings have on marketplace competitiveness and the ability to attract and keep quality employees? Do you think pay is the primary motivating factor for most job applicants and existing employees? Respond to at least two of your classmates' postings<strong>BUS 303 Week 4 DQs</strong>Week 4 DQ 1 Training CostsHow has technology fostered new cost-effective virtual methods of training? In your view, how must training programs continue to evolve in order to do more with diminished financial resources? In 200-250 words, respond to at least two of your classmates' postings.Week 4 DQ 2 Training and Career DevelopmentWhat is HR’s role in impacting your the career development of employees? What should be the role of training? How can training programs be evaluated on their effectiveness? In 200-250 words, respond to at least two of your classmates' postings.<strong>BUS 303 Week 4 Quiz</strong>1. Question : Which of the following does NOT apply to flextime, job sharing, and telecommuting?They are mandatory.They are flexible work arrangements.They are voluntary benefits.They can facilitate work-life balance. (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the sections “Mandatory benefits” and “Work-life benefits and flexible work arrangements” These benefits are voluntary, flexible work arrangements that can facilitate work life balance.)2. Question : ______ may be offered to employees for career development purposes, and they can be provided either on- or off-site. It can be in the form of workshops, courses offered by consultants, or classes offered by universities.Professional certificationOn-the-job trainingFormal educationSelf-paced training (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the section “Training delivery: Decisions about types of training” Formal education opportunities may be offered to employees for career development purposes, and they can be provided either on- or off-site. Formal education can be in the form of workshops, courses offered by consultants, or classes offered by universities.)3. Question : Which of the following is LEAST likely to be an example of social recruiting?Monster.comTwitterLinkedInYouTube (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Technology and HRM” Social recruiting has taken many forms, such as the sourcing of candidates on such social networks as Facebook, LinkedIn, YouTube, Twitter, and others.)4. Question : In ______ plans, a managed care organization of doctors, hospitals, and other health care providers makes a covenant with an insurer to provide health care services to employees or members at reduced rates.Preferred provider organization (PPO)Defined benefitHealth maintenance organization (HMO)Defined contribution (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the feature box “Benefits: A cost-benefit approach” A study of Fortune 500 companies introducing work-life initiatives has shown that simply announcing those initiatives was followed by a 0.39% increase in average share prices.5. Question : ______ refers to expanding the collective capacities of organizational members to engage effectively in leadership roles and processes.Upward mobilityLeadership developmentManagement trainingCareer development (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the section “Leadership development and management training” Leadership development can be defined as expanding the collective capacities of organizational members to engage effectively in leadership roles and processes.)6. Question : According to General Motors’s findings, how much money does an obese employee annually cost the company in health services?Less than $1000$1000 - $3000$3000 - $5000More than $5000 (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the feature box “Benefits: A cost-benefit approach” General Motors has found that obesity costs the company an additional $1000 to $3000 per year per obese employee in health services, which add up to about $300 million in additional costs.)7. Question : ______ refers to a process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities (KSAs) that enable them to perform their current job-related duties more effectively and responsibly.Career advancementEmployee developmentSuccession planningEmployee training (The answer can be found in Chapter 7 of BUS 303: Human Resource Management, in the introductory section of the chapter. Training is a process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities (KSAs) that enable them to perform their current job-related duties more effectively and responsibly.)8. Question : ______ leaders can combine the best of many cultures while avoiding these cultures’ limitations and biases.AmbiculturalGlobalEthnorelativeConscientious (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Ambicultural leaders can combine the best of many cultures while avoiding these cultures’ limitations and biases.)9. Question : Which of the following is NOT one of the HR metrics used to assess and evaluate benefits programs?Benefits as a percentage of payrollBenefits expenditures per full-time equivalentEarnings per shareReturn on expenditures(The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Assessment” Various HR metrics can be used for assessing and evaluating benefits programs, including benefits as a percentage of payroll, benefits expenditures per full-time equivalent (FTE), benefits costs by employee group, and the return on expenditures, which can be applied on the different programs an employer offers.)10. Question : Which of the following laws is LEAST associated with determining compensation?National Labor Relations ActFamily and Medical Leave ActFair Labor Standards ActEqual Pay Act (The answer can be found in Chapter 8 of BUS 303: Human Resource Management, in the section “HR laws governing compensation” Two employment laws specifically address compensation: the Equal Pay Act, which prohibits pay differentials for equal jobs across genders; and the Fair Labor Standards Act (FLSA), which regulates the distinction between exempt and non-exempt employees. In addition, employers are not the only ones who determine compensation. Labor unions are often heavily involved in the process and have a major impact on designing pay plans. The National Labor Relations Act (NLRA) gave employees the right to organize and engage in collective bargaining, through which compensation is usually determined.)11. Question : Which of the following is NOT one of the mandatory benefits?Worker’s compensationSocial securitySeverance payJury duty leave (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Voluntary benefits” Severance pay is one of the voluntary benefits. All the other choices are mandatory benefits.)12. Question : _____________ refers to status or power differentials between the leaders and employees.Physical distanceStructural distanceGlobal distancePsychological distance (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Psychological or social distance refers to status or power differentials between the leaders and employees. )13. Question : Which of the following is NOT true about the current demographic trends in the workforce?The number of women in the workforce today is almost equal to the number of men.70% of men reported that they would take a pay cut to spend more time with family.About 80% of couples have single income households.One in three children is born to a single mother. (The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Demographic trends: The changing needs of a diverse population” About 80% of couples are dual career earners, with women contributing on average almost half the family income. All the other statements are correct.)14. Question : ______ refers to distance between leaders and employees due to centralization, departmentalization, and span of controlPhysical distanceStructural distanceSocial distancePsychological distance (The answer can be found in Chapter 10 of BUS 303: Human Resource Management, in the section “Managing a global workforce from a distance” Structural distance is distance between leaders and employees due to centralization, departmentalization, and span of control.)15. Question : Which of the following is NOT one of the four health conditions that account for the majority of healthcare costs?CancerHIVObesityDiabetes(The answer can be found in Chapter 9 of BUS 303: Human Resource Management, in the section “Monitoring costs” Four specific health conditions—cardiovascular disease, cancer, diabetes, and obesity—have been recognized to account for 75% of healthcare costs.)<strong>BUS 303 Week 5 Assignment Reflective Paper</strong>Reflective PaperThe Reflective Paper should demonstrate understanding of the reading assignments as well as the implications of new knowledge. The eight-page paper should integrate readings and class discussions into work and life experience. It may include explanation and examples from previous experience as well as implications for future application.The purpose of the Reflective Paper is for you to culminate the learning achieved in the course by describing your understanding and application of knowledge in the field of human resource management.Focus of the Reflective PaperThe primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. Consider all the areas of HRM that have been discussed in class:EEO and Affirmative Action, Human resources planning, recruitment, and selection, Human resources development, Compensation and benefits, Safety and Health, and Employee and labor relations.Submit a Reflective Paper in which you explain how these aspects work together to perform that primary function. Are any aspects more important than the others? Why or why not? How do you believe the HRM role can be optimized for shaping organizational and employee behavior?The Reflective Paper must: (a) identify the main issues in the chosen area, (b) demonstrate new learning that has occurred, (c) include class activities or incidents that facilitated learning and understanding, (d) identify specific current and/or future applications and relevance to your workplace, and (e) reflect the potential impact to your future career plans or even in your personal life at home. The emphasis of the Reflective Paper should be on parts 'd' and 'e,' and on the application of new learning. Explore, in depth, the benefits of the new learning and understanding that has taken place.Writing the Reflective PaperThe Reflective Paper:Must be eight double-spaced pages in length and formatted according to APA style as outlined in your approved style guide. Must include a cover page that includes: Name of paper Student's name Course number and name Instructor's name Date submitted Must include an introductory paragraph with a succinct thesis statement. Must address the topic of the paper with critical thought. Must conclude with a restatement of the thesis and a conclusion paragraph. Must use APA style as outlined in your approved style guide to document all sources. Must include, on the final page, a Reference List that is completed according to APA style as outlined in your approved style guide.<strong>BUS 303 Week 5 DQs</strong>Week 5 DQ 1 Global HRMHow does the current landscape of global HRM impact HR planning?  What are the HRM implications of Hofstede’s, Trompenaars’, and the GLOBE models’ cross-cultural dimensions?Respond to at least two of your classmates' postings.Week 5 DQ 2 The Future of HRMWhich areas of HR do you think will be most affected by current and future trends discussed in this course? What are some of the changes that will need to be made in order to keep up with these trends? Respond to at least two of your classmates' postings.
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