Devry MGMT410 all Week Discussion DQ 1 & DQ 2 Latest 2015 November [ all 14 discussions ]

| February 25, 2017


Devry MGMT410 Week 1 Discussion DQ 1& DQ2 Latest 2015 November

DQ 1

Human Resources Management (HRM)—what a mouthful! Class, this term, I will introduce you to the concepts of HRM—what it is, what it does (typically), what it can do (optimally), and what it should do (strategically). To start, let’s work on a few introductory questions.

What purpose does HRM serve in an organization?
What role does HRM serve in your organization (or your previous organization)?
What does “strategic” HRM sound like it means, in your opinion?
DQ 2

What are the four basic HRM functions? How exactly do these functions assist the organization in reaching its goals?

Devry MGMT410 Week 2 Discussion DQ 1& DQ2 Latest 2015 November

DQ 1

Class, since the passage of the Civil Rights Act in 1964, more employment legislation in the area of equal employment opportunity (EEO) has become the law of the land. Pick one of the following acts and tell us its major provisions.

Civil Rights Act of 1964
Americans with Disabilities Act (ADA)
Age Discrimination in Employment Act (ADEA)
Pregnancy Discrimination Act
Family Medical Leave Act (FMLA)
Do not simply copy and paste information into your post from the EEOC or other websites. Paraphrase and explain the following concepts about the law: who does it protect, from what kind of behavior, and from whom? Why was the law implemented, and do you agree with its necessity? Explain. If you or someone you know has been sued or filed suit using one of these laws, feel free to tell us about it if you want to do so!

DQ 2

Over the last few years, companies have begun relying significantly on technology to assist employees in handling their day-to-day operations. As a result, the work/home life has blurred, and people handle personal items (e-mail, Facebook, etc.) on company computers and company work (e-mail, texting, instant messages) on their personal devices (iPhones, Droids, laptops, tablets, etc.)

With this blending has come serious concerns by companies about their private company information falling into the wrong hands (customer lists, trade secrets, etc.), and employees have concerns about their privacy being invaded at work, by coworkers, and by their IT departments. Further, HRM handles immense amounts of personal information on employees, including home addresses, personnel records, pay information, SSNs, and more.

Therefore, privacy concerns comprise a two-way street. Laws have been passed (and are being passed and considered every day) by states and Congress to protect both parties. As an example, Illinois recently passed a law making it illegal for potential employers to require people to give them their social network passwords during interviews. Soon thereafter, other states passed similar laws.

What are some other technology privacy laws that apply to workers and employers in the United States? How do they protect employees from privacy invasion and how to they actually allow employers to invade the privacy of their employees? Is your personal e-mail safe at work if you use your company computer to read it? How about your personal phone calls on the company phones? Pick a concept and let’s get started.

Devry MGMT410 Week 3 Discussion DQ 1& DQ2 Latest 2015 November

DQ 1

Interviewing methods are extremely varied so this thread should be quite exciting. Please bring into this thread your depth of information and experiences, and feel free to share the good, bad, and ugly interviewing situations you have experienced, both as interviewer and interviewee.

To start, here are a few questions. Pick one or two and provide your answer, along with any experience that you may have had. Feel free to find information online about interviewing skills, tactics, or questions to assist you this week. Cite your sources!

What types of interviewing styles are there, and which do you prefer using (or being used on you?)
Have you experienced a group interview? If so, explain how that went. If not, research it and explain how you might set one up as an HR manager.
Have you ever been part of any of these: stress interview, STAR interview, situational interview, or panel interview? If so, explain one of them and provide your experience, good or bad. If not, research and provide information about how you might prepare to be interviewed in this manner.
DQ 2

Effective recruitment and selection help organizations gain competitive advantages. This discussion will help us review some best practices. To start, pick one of these questions, and provide a well-reasoned, supported response to it. Be sure to provide text, Web-based, life experience, or scholarly source(s) to support your ideas (and cite them, if needed). Assume that we have solid job descriptions for the positions we are filling and now we need to find the perfect people to fill those seats.

1. How does the size and location of your company impact how and where you will recruit your new employees?

2. Is it easier or harder to find good employees during times of high unemployment? Why do you say this? (Provide examples/statistics or research to back up your statement.)

3. How does the wording of your want ads (and placement of those ads) determine who applies for your job openings?

4. How does the current make-up of your organization dictate where you will look to fill your openings?

Devry MGMT410 Week 4 Discussion DQ 1& DQ2 Latest 2015 November

DQ 1

Employee orientation is handled differently in each organization. Let’s talk about this in both the theoretical perspective as well as in practical terms. Here are a few questions to get started.

Should companies offer formal orientation programs for all new employees, or should they be designed and run by each individual supervisor, manager, or department head? (Support your answer.)
Explain some purposes for having employee orientations.
Give an example from your own experience of the first weeks on the job, either with or without an orientation program, and how you felt orientation helped you settle in (or, if you didn’t have an orientation, how that impacted your view of that job).
Pick one or two of the above to get started, and we will discuss further throughout the week!

DQ 2

Review TCO 9 listed at the top of the page. Many of you may have or do work for an organization in which “career development” takes on a bit of a life of its own, and has a very invested HR department that assists with, motivates, and encourages employee career development.

Others of you may work (or may have worked) for an organization—where absolutely no career development occurs.

There is a dual mindset of how involved a company or HR should be in its employees’ career development, but ultimately of course, a person needs to take responsibility for his or her own career options.

This week, let’s focus on the multiple aspects by starting with these questions:

How important is career development to you?
How much do you want your HR department to involve itself in your career development?
How much, as a future HR person (if you plan to be one), would you want to be involved in your employees’ career development?
Explain your answers.

week 5

DQ 1
What are the different performance appraisal methods? Pick two: the one you find to be MOST effective (and tell us why) and the one you find to be LEAST effective (and tell us why).

For the most effective, explain how it is effective in doing the following:

providing fair and reliable ways of differentiating employees;
targeting and rewarding those who most deserve it;
setting forth a fair and cost-effective plan for compensation; and
motivating and ensuring performance of employees.
For the least effective, explain how it interferes in the above four items.

DQ 2

Compare and contrast the following methods of job evaluation: ranking, classification, factor comparison, and point method. Which of these do you feel is most useful and why?

week 6

DQ 1
Who would have thought that OSHA and the IRS would be discussed in the same discussion topic of an HRM course? This topic will be a bit foundational, but also without as much precedential information as normal. First, we’ll start with OSHA. Visit the OSHA website at”> Then, click on “More News” under the latest news area (”> Find your region and click the link. Review a recent news item about an OSHA violation from your region/area. Post a summary of the violation, the resulting fine (if any), the violation type (if provided), and what the company did wrong to cause the violation. Provide ideas for preventing such an accident or injury in the future, and the link to your news release.

More questions will follow!

DQ 2
Read the Application Case: STRIKING FOR BENEFITS at the end of Chapter 13. We will begin with the first question in that case and move from there while we discuss benefits, perks, employee motivation, and retention.

week 7

DQ 1
Employee engagement has become popular in HRM these days. Measuring it and determining whether a company’s employees are “engaged” are actually vendor services for which companies pay through the use of anonymous surveying tools. The science behind employee engagement is not yet perfected—there are many different ways that employers can help their employees get engaged! We’ll talk about this throughout the week and your professor will bring in additional questions and thoughts. To get started, please do this: Provide your definition of employee engagement. Support your definition using a citation from a website, the textbook, or a scholarly article from the DeVry Online Library. Give one example of how you have been engaged in a job in the past, and how your employer assisted you in being engaged.

DQ 2
Read the Application Case, Negotiation With the Writers Guild of America, at the end of Chapter 15. To start, answer Question 1 in the case. We will move through the case with more questions, and discuss more of the issues involved with the union issues.

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