Fluent Essays

(using SHARM.org) As an introduction and in an attempt to increase your awareness of these resources, your task is to enter the website of the online resource assigned, browse its contents and menus, and write a brief summary of your findings. In this summary, make sure to also connect your findings with topics and materials we have covered in class so far. One or two full and well-elaborated paragraphs discussing your analysis is usually enough (minimum of 200 words).Accordingly, the grading criteria will be the following criteria (-10 points for any criterion not met; see example below):• Elaboration: Response should be at least 1-2 paragraphs long (minimum of 200 words), no exceptions.• Analysis: Comprehensiveness of your analysis (i.e., identifying multiple relevant information)• Connection: The connection of your analysis in what you found with what we have covered in the course so far, especially in the given chapter. Be specific (i.e., how/why).• Grammar/Structure: Please make sure to check your writing.In addition, if you have an interest in HR, I highly recommend subscribing tothese websites (at least for updates, not necessarily for membership yet). resource_analysis_rubric_and_sample.docx Unformatted Attachment Preview Resource Analysis Rubric In each of these assignments, you will analyze one useful professional HR online resource. These online resources are typically used by real life HR professionals as they navigate the complexity of HR-related topics. As an introduction and in an attempt to increase your awareness of these resources, your task is to enter the website of the online resource assigned, browse its contents and menus, and write a brief summary of your findings. In this summary, make sure to also connect your findings with topics and materials we have covered in class so far. One or two full and well-elaborated paragraphs discussing your analysis is usually enough (minimum of 200 words). Accordingly, the grading criteria will be the following criteria (-10 points for any criterion not met; see example below): • • • • Elaboration: Response should be at least 1-2 paragraphs long (minimum of 200 words), no exceptions. Analysis: Comprehensiveness of your analysis (i.e., identifying multiple relevant information) Connection: The connection of your analysis in what you found with what we have covered in the course so far, especially in the given chapter. Be specific (i.e., how/why). Grammar/Structure: Please make sure to check your writing. In addition, if you have an interest in HR, I highly recommend subscribing to these websites (at least for updates, not necessarily for membership yet). See examples below: Example (related to SHRM.org) SHRM (Society for Human Resource Management) is a large global community where hundreds of thousands of HR experts provide resources on developing leadership, core competencies, and strategies on how to achieve organizations goals. The SHRM community also provides helpful resources on how to develop employer and employee relations to be more productive towards organization’s objectives. The SHRM website has a benchmarking tab where it benchmarks specific industries and also specific factors on the industries. The specific factors that are considered are human capital, employee benefits prevalence, health care, paid leave, and talent acquisition. There are about twenty-one industries that are benchmarked. Some industries are agriculture, entertainment, education, manufacturing, retail, and transportation. This is directly connected to chapter 2 section 2-9b Human Resources and Benchmarking. Benchmarking is good to for an organization to compare itself to the industry standards or best practices. Benchmarking is a good starting point for improving HR practices. I click on the SHRM human capital benchmarking report for the industry of transportation and warehousing. As I scrolled through the report, I noticed the HR metrics they are using on this report such as HR-to-employee ratio, HR expense-to-FTE ratio, and average tenure of employees. This is connected to chapter 2 section 2-9a HR Metrics and Analytics. These metrics give HR an idea on the efficiency and performance their organization should be expecting to compete with the industry standards. I read an article about employee relations, “How to Manage Intergenerational Conflict in the Workplace”. This was under the Global & Cultural Effectiveness tab. The article was informative on the diversity of generations in the workforce (Baby Boomers, Generation X, Generation Z, and Millennials). There was a lot of good insight on the article such as the clash with older generations not understanding the motives of the younger generations. There is connection here on chapter 2 section 2-3b Environmental Analysis. When an organization does the environmental scan internally and see the issue rise of a high turnover rate of Baby Boomers and Generation X employees. The question arises on how the company can unite the older generations with the Millennials and Generation Z. The article provides very helpful tips on this matter. For example, the article provides a five-step process on how to resolve differences with these diverse groups. Step 1 would be acknowledging the differences of each generation and talk about the differences as a group. Step 2 is appreciating themselves for their differences and ask themselves why they cannot get along with each other. Step 3 is flex which is coming to an agreement with themselves (meeting in the middle with different approaches on going about things). Step 4 is leveraging everyone’s strengths to help each other. Step 5 is to resolve which option is the best for the group to work with. Example (related to HR360.com) Resource Analysis HR360 is a website to streamline multiple employee-related topics. It provides multiple HR services, including those related to benefits, forms and checklists, health care reform, and interviewing and hiring. Some of these HR tools and information are for registered and paid users, but there are some that are free as well. There are also newsletters, and the website offer other resources such as an HR compliance library and Worker Safety Library. The website also contains a Blog section with multiple HR-related topics. As I went through them, I found a lot of interesting topics. One interesting blog was “Five Ways to Prevent Workplace Harassment.” Similar to our chapter 2, it related sexual harassment with Title VII of the civil rights act, and the obligation employers have in this matter. In addition, the way to prevent workplace harassment depicted is also very similar to those discussed in our chapter. Specifically, it talks about the importance of accountability, leadership, and written organizational policies, which are also discussed in our chapter. Another interesting blog was the “Do’s and Don’ts for ADA Reasonable Accommodations.” The blog mentions the importance of many ADA points to consider, including paying attention to “essential functions” and “reusable accommodations” as also mentioned in our chapter two. Other connections include how to verify employment (chapter 7) and performance evaluation reviews (chapter 10). On this last one, it contains some sample forms for employers. Most of these forms include the “mixed methods” approached discussed in chapter 10. ... Purchase answer to see full attachment