Week 8 dq. it needs to be about an educator…

I must have ORIGINAL work, with 1 up to date reference. referring to an EDUCATOR please.

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I need all parts answered. EVERYTHING in about 350 words

 

HR Processes and Functions

Part A (Chapter 12)

1. First, read the article, “HRIS Performance Monitoring Plan”. Based on the article and your textbook, please respond to the following questions:

2. Explain your previous or current organization’s performance management, compensation, benefits and payroll system. Can these systems be accessed via one HRIS or does your organization use multiple systems? Explain.

3. Do you think your organization performance management, compensation, benefits and payroll system are effective? Why or why not? What recommendations would you make to improve those systems?

Part B (Chapter 13)

4. Do you work for an international organization or, does your organization recruit globally? What are some HR programs in global organizations? Compare and contrast domestic recruitment and selection to international recruitment and selection. How are they similar and different? If you have experience working abroad, please share your experiences as it relates to HR processes and functions.

I need a response to this post, in about 180 words.

 

Part A (Chapter 12)

My current organization’s performance measurement is not necessarily on top of this particular system. Some jobs conduct performance planning in which evaluation is done generally by the manager and employee to discuss the goals and results of their performance. This rarely happens at my job. We have yearly evaluations where there is a short meeting about how the employee did and what can be done to continue to maintain or improve their performance, but I personally don’t think that a yearly review is all that is needed. I say this because I work at a university where each term produces different results so if I was in a managerial position then I would want to discuss with my employees what has occurred each term to make sure that everyone is able to maintain or increase their performance as the school year goes on. The review itself is not really structured. There is a face to face meeting and general questions being asked of each employee, but I think a recommendation would be to add surveys and also have a written agenda on what should be discussed. The surveys can consist of the employee selecting answers with regards to what they did for the term, how they feel they did, and what they can do to improve. They can also provide some personal feedback for the manager about them which can help to enhance the quality of work and goals needed to succeed in the future. Compensation is based off of base pay and overtime is sometimes allowed. Recognition awards with regards to financial incentives doesn’t typically happen. There are just certificates given to those who are recognized for their accomplishments. I think that financial rewards are a great idea to keep employees encouraged and more willing to stay at a place where they feel appreciated. Incentives can consist of an extra PTO day or a gift card to thank an individual for their hard work in the company. I do believe that for the positions that we have as employees, there has always been a discussion about being underpaid for the jobs we do. The amount of pay has been a reason why a lot of employees have gone to another place of business. There is yearly incentive pay for those who qualify, but this however does not typically keep the employees. Our company does participate in having benefits, 401K, and tuition assistance which has been an incentive for a lot of us to be able to go back to school. It has been a recognizable behavior shown that once most employees finish school, they do tend to leave the organization due to feeling like there are no other major benefits such as not having a retirement plan offered. Other benefits offered are medical, FMLA and short term disability. I do think that a pro that the company does offer is that PTO days are sufficient enough to where an employee can enjoy a considerable amount of time off throughout the year although days cannot be rolled over. The only days that can be rolled over that are unused are sick days which is still beneficial. Employees receive their compensation from payroll through direct deposit. Direct deposit is so convenient to have and so far the payroll team has done a great job with submitting accurate and timely amounts to our bank accounts. The reports on our paychecks show everything in details from hours worked, overtime, sick and vacation hours used, taxes withheld, etc. All of this can be accessed under one HRIS which is makes it so much easier for the users to be able to navigate and through the system. I believe that all systems for the most part with the exception of performance management is acceptable. Performance management can use a bit of work in order to ensure that employees are feeling a sense of trust and want in the company. They want their voices to be heard too and not to feel like work is a monotone act. Coming up with some additional and interactive meetings for evaluation can greatly improve that area.

Part B (Chapter 13)

I do not work for an international organization and they do not recruit globally. Domestic recruitment only operates generally in one market type of market where as international recruitment operates in multiple countries. This can be a bigger opportunity especially economically for the international organization because it brings more business and more money. International businesses have multiple types of employees that consist of parent-county (PCN), host-country (HCN), and third-country nationals (TCN) whereas domestic only has one. The international organization can provide the business with more HR activities and influence throughout the world and other countries. A domestic organization can only be useful in recognizing and acknowledging other businesses within that area.

Kavanagh, M.J. & Johnson, R.M. (2018) “Human Resources Information Systems,” Sage Publications, Thousand Oaks, CA.

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