Making an HRM Case Based on Evidence

Why this assignment?  This assignment supports Course Objective 1, listed on our syllabus. Instruction  1. First, watch the video What is HRM? (Modules > Module 1 – Part 1 > Videos). In this video, Professor Yoon highlights the importance of HR managers making a case for why organizations should manage their employees in a certain way based on the evidence that doing so will benefit organizations. So, in this first assignment, let’s practice this.  2. Read Appendix 1 (on pages 3 and 4 of this document). Here you will see that Susan (VP of HRM) asks Mike (HR Manager) for his opinion on a realistic job preview (RJP). Now, read the two examples that I have given you of how Mike has replied to Susan. In Example 1, which is not the best example, Mike bases his argument on his “thoughts” and some experience. In Example 2, which is the better example, Mike bases his argument on “evidence” of studies related to RJP. As a manager with a degree in HRM or Business, how you communicate and make arguments on HRM issues should more like be the case in Example 2.      3. Now, let’s assume that you are Mike, and Susan has sent you another email as below.  Email from Susan Woods (VP of HRM): Hi Mike, I just talked with our CEO, James Cook, and he is considering having our call center employees work remotely from home. He thinks that we can save a substantial amount of money on our real estate by getting rid of call centers. But at the same time, he is worried that call center employees may not as perform as well in the environment of the manager overseeing their work. But my guess is that our HRM Division will eventually have to come up with a teleworking plan for our call center employees. But at this point, I want to first ask for your opinion on teleworking. Do you think this will benefit the company or not? What is your opinion as our HR manager on this issue?  Sincerely, Susan   Reply to Susan’s email above on the issue of teleworking (NOT on the issue of RJP). In reply to Susan, make arguments based on evidence as in the case of Example 2 in Appendix 1 (and NOT like in the case of Example 1). For this assignment, you do not need to do separate research on articles related to Assignment 1: Instruction 2 this issue. Just use the below four articles that I have provided you with (follow the links provided). Use the information from all four articles. Cite and reference all four articles in your reply to Susan. Write no more than two pages. Link to Article 1 (U.S. News)   Link to Article 2 (HuffPost) Link to Article 3 (White House) * You only need to read the abstract of this article. Do not read the entire article. If the link does not work, search using the term ‘Does Working from Home Work? Evidence from a Chinese Experiment’ on our I understand that no information is given on the company that Susan and Mike work for. But this is not the main point of this assignment, and no information about the company is needed. You just need to write an email like in the case of Example 2 in Appendix 1.  Important Notes  1. In writing your answers, NEVER copy and paste any part of the textbook or any other sources. Write the answers in your own words. If more than seven consecutive words are identical to a writing from another source (including the textbook, your past works, and any other sources), it will be considered plagiarism, and you will receive a failing grade of “F” in this course. You will also be referred to Students Affairs.  2. See Appendix 2 for the grading rubric. Assignment 1: Appendix 1 3 Appendix 1. Communication Example Email from Susan Woods (VP of HRM): Hi Mike, Yesterday, I had dinner with Adam Roberts. He is the VP of HRM for Galacticans Inc. He told me that his company goes through the process of realistic job preview (RJP) when recruiting job candidates. RJP seems to be the process of telling the candidate the good and the bad characteristics of the company and the job frankly. I think this is an interesting idea, and we may also want to consider adopting RJP in our recruiting process. But my concern is that if we are frank with our candidates about the bad things about our company and the job that the candidate is applying for, we may lose some good candidates in the process. Based on your experience and expertise as an HR manager, what are your thoughts on RJP? Do you think we should adopt RJP? Sincerely, Susan Reply from Mike Kinko (HR Manager) – Example 1 (Not the best example):  Hi Susan, I think RJP is a great idea!  I agree that we may lose some good candidates if we adopt RJP in our recruiting process. But wouldn’t they be the ones who are likely to leave once they find out the bad things about our company or the job after they are hired? I also have seen some cases in our company where people leave because they thought our company and the job were great in the beginning but are disappointed in the end. So, I don’t think losing some good candidates in the process should not be a big concern for us. I hope my opinion helps. Sincerely, Mike