Human Resource Management: Globalization, Job Analysis, Equal Employment Opportunities, Talent Management, and Disaster Planning

This document discusses various aspects of Human Resource Management, including globalization, job analysis, equal employment opportunities, talent management, and disaster planning. It covers topics such as the impact of globalization on HR, job analysis using O*Net, protected characteristics under equal employment opportunities, talent management practices, and disaster planning for floods.

RUNNING HEAD: HUMAN RESOURCE MANAGEMENT 0
Human Resource Management

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Table of Contents
Task-1....................................................................................................................................................1
Task-2....................................................................................................................................................2
Task-3....................................................................................................................................................2
Task-4....................................................................................................................................................3
Task-5....................................................................................................................................................3
Task-6....................................................................................................................................................3
Task-7....................................................................................................................................................4
Task-8....................................................................................................................................................4
Task – 9.................................................................................................................................................5
Task-10..................................................................................................................................................5
Task-11..................................................................................................................................................6
Task-12..................................................................................................................................................6
Bibliography..........................................................................................................................................6

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Task-1
The term globalization defines as a process of integration and interaction with
companies with different sources of people that drives by international trade investment that
accelerates by latest information technology. This leads to more production, which is
available when there, is employment and with the same companies need to diversified range
of adjustments, which are able to hire, support a workforce and retain its employees. They
often spread throughout countries and that result in varying cultural identities. They have to
deal with long distance of communication challenges as when I was working in HR
department face a long distance communication challenges and result in disputes with
employees working in the same organization.
With the global expansion, they had to answers to global corporate policies and when
this is globally, there are barriers and HR team responses are quite more often deal with
current issues and government policies. There is shortage of talent in developed countries and
work across most countries, includes transportation, financial services, public administration
and communication (Andriotis, 2018). HR professionals always response when there are
complexities in context to acquisitions and mergers from different company cultures. From
attracting top talented employees and embracing them with ease and grace, they need to give
answers to many companies globally. Therefore, these are some responses given by HR and
impact of changes in global context (Wilkie, 2015).
Task-2
Job analysis is the process to determine the details of particular duties and identify the
requirements of all the duties in a job. To conduct a job analysis, O*Net is a tool which helps
to provide analysis of a job and there are four essential elements that builds strong motive
behind this. The job descriptions use in training and development programs and designing,
the descriptor information uses redesign of job effort; the required information might play a
significant role for different HRM purposes. This might serve supplement multipurpose
organizational job analysis efforts to other people (Human Resource Management, 2019).
The first step is completion of job analysis questionnaire, interview employees and
obtained with all the specific information as how much time is spended for each task. The
desk audits observed from employees doing their task in various times of the day and time
spent on it. Compare all the jobs to other department as when to use grade and show them
when it falls on pay scale. The job analysis is the second step as the first step is to find
description of the jobs, which helps to find personality of the person and his various traits and
interest.
Task-3
The protected characteristics which are covered by equal employment opportunities
which are against the law and discriminate against someone that are specified as disability,
civil partnership and marriage, religion, belief, sexual orientation, age, gender reassignment
and race are the protected characteristics of opportunity laws. A person with age from 18 to

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30 years should be equally treated and provide opportunities with fair choices. The process of
transfer from one gender to another is a choice of a person and there is specific law for the
same where there is acceptance in society. Pregnancy is a condition where leave structure
really matters, maternity leave for the women be provided and fair terms of conditions where
she can relax herself for some time. These are important part in today’s employment setting
as these clarify the code business obligations to all the employees. It prevents peer-to-peer
prejudice with people and helps them with compliance that results in improved workforce
(Equal Employment Opportunity Act Law , 2016).
Task-4
To reduce the employee turnover, the focus is on executive-level buy, which can
mitigate the humans from losses and those changes from production and financial resources.
The scope of hiring selective candidate from starting and considering all the things that
integrates among things like skills, experiences, integrity and attitude of people. Retention of
employees is the most important part of restaurant or any organizations as they are the
backbones of the whole management structure and plays significant roles from customer’s
perception.
To pay them right, provide bonus structure with compensation standards, offer them
flexible schedules and ensure all the employees with well preparations like travel and
vacations. The recognition from the senior manager or top authorities should be praised and
making of strategies and interact them if they have some issues and problems. Benefits of
giving a career road map that helps them in future will ensure to acknowledge them when
someone meets their targets. Therefore, these are the clarified goals, which help to retain
employees for longer period in restaurants.
Task-5
Labour markets are the markets surrounded where there is recruitment in local
hospitals to fill the vacancy in housekeeping staff, as they required the same capacities with
high level of hygiene. Housekeeping staff for any hospital are the effective people who come
from different background and should provide equal attentions to all the staff. To fill this
specific job, many resources from housekeeping and online in any neighbourhood can easily
provide good number of candidates. The recruitment from other hospitals is the effective way
as they are from same stream and can do good amount of work if they have some issues in
the working in present hospitals
When there is a search of a chief surgeon, the specific field will narrow and low
down. Fewer options can search these results in the vertical markets that also help to find
housekeeping staff from food services companies, hotels and different localities where their
occupations are similar. Hiring the special services of a fixed head hunter agency introduction
is there when there is shortage of supply and this will took as a long time procedure where
there is lots of frustration.

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Task-6
The manager of commercial lines in HR department has to develop realistic preview of job
with complete analysis that identifies characteristics and matter for the job for successful
plans. Using this information, we can design and retest the question for better understanding,
and then there is implementation of realistic view in gaining acceptance by capturing reality
for flight attendant. The information can be analysed from external and internal environment
that considers HR depends on managers and supervisors who are doing job. The different
methods are questionnaires, observations and schedules and they affect in the context of jobs
and external environment.
Training employees in upgraded technology can increase the effectiveness and
enhance other company employees to be more competitive. The technology with smartphones
and advanced features makes communication faster and easier. However, this sometime can
create negative impact on the job as focus is not there for goals and targets which they want
to achieve. With the fast and rapid communication via internet, the issues and positivity
factor can be easily judged as where the circumstances are better and the plans of employee
to leave the workplace (Schooling, 2014).
Task-7
Effective training is the systematic training process that allows measures to compare
outcome with criteria and training objectives. The main evaluation of training that compares
post-training objectives of trainees, trainers and managers. Training is expensive and time-
consuming process that needs concentration, analysis of methods, which is being teached to
other for his future growth and success.
Allocating adequate resources to achieve effective training environment in its
budgetary challenges of operational has many decision makers of organization. Putting the
customer as first is the main goal of many companies for longer period. Strategic training
needs evaluation of methods, strategically training starts with setting employees as first and
then customers. The results are enlightening with direct contented and engaged employees,
which site them for best practices. All training programs need with evaluation of training
methods in previous step and with objectives of strategic organization. The model uses
analysis of the organizations and training is the first step whereas implementation of
strategies in the company is the second step and results always come from training
development (Wentland, 2019).
Task-8
Talent management is a full scope of HR to retain high employee’s performances,
attract and develop them to attain goals and objectives. Manage talent in the organization is
the biggest part as it motivate employees and aim to cope up with the targets to be achieved.
The purpose of managing talent is to enhance and increases performances that can retain
employees to perform better. To choose the right way, company can make its competitive

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advantages to sustainability. The major goal is to outperform their competition from
integrated system of management practices and that results are hard to imitate.
Many companies when plan their management, they always thinks of attracting
individuals talent from most labour market and they are less interested in scientifically
proven method to recognize new talent. The important challenge is to connect with all the
parts in systematic manner that gives major development to individual competencies and
performances. Investing via talent management is the effective way for a company and with
proper careful planning, it expertise for overall implementation across the organization
(Companies Uses Talent Management Solutions, 2019).
Task – 9
The performance appraisal method is the first step of interview process and that
involves employee and manager direct contact with all the aspects of employee performance
criteria in evaluation and its perception. Both manager and employee must take this as serious
and set aside time to go through the overall process. A major concern for planning is in hands
of managers as how to emphasize the most positive affects employee performance and
strength. The golden rules which every interviewer must know and make list of this as
always remember that employees are mostly anxious with the review process as how to deal
with it.
The treatment should be positive for the employees with respect to guidelines and
courtesy that a manager has in its success. Establish the goals and what are the questions in
the interview should be plan with strategies before. The success factors for performance
appraisal interviews is to boost up the moral of the employees in the interview so they can
answer in better and significant manner and this also helps to know more about the person
who is giving interview.
Task-10
The statement is true as some aspects that considers more than half per cent of
benefits dollars is to be spended on insurance like medical premiums, life insurance and
health insurance and dental care. In US, the most health benefits Health care in United States
is very expensive and most different from others country and with increase disputes between
employees and employers, there is most pressure on employee as he has to pay the huge
amount of services to them. Employees from different regions and countries are present along
with their family for treatment and with the best services, they provide with latest technology.
Group health structures plans have employee welfare benefits, which are maintained
by employee or employer of the organization or both. US health reforms clarify the largest
change on employer, as the type will vary by whole industry and other constraints of
collective bargaining agreements. Employers always find benefits from the customer and
provide such medical treatment that can guide them for better living. In United States, most
workers provided health care facilities and in additional they are out of pocket costs when
they use health care services for long time. Patients have knowledge about the costs for

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healthcare costs and there is financial transparency for evaluating relative costs to treatment
(Mathur, Srivastava, & Mehta, 2015).
Task-11
A disaster is unplanned event where there is loss to city of Annapolis and it is
susceptible to flood in the month from March to September. This is due to city location as it
is centred goal with coastal community. The lowest land in this city or dock area locates at
Spa Creek, Severn River and Annapolis Harbor. To know the flood risk is the first step and
then make a disaster plan for the whole family and that should include restock emergency
kits, use of batteries, cash and first aid supplies are most important tools. To buy insurance of
floods and develop the habit to familiarize you for all the local emergency plans and how to
get highest level of building. Disaster planning can helps you if someone gets alert on
phones, weather updates; TV and radios are the most important way to get reports of any
natural disaster happening in the city or around connected area (Floods, 2019). Same in the
case of Maryland, there is a centre that focuses on communities and individuals. The
community program educates volunteers and trains them with special skills of disaster
medical operations, fire safety and team organizations (Emergency Preparedness, 2019).
Task-12
A co-worker is a person with typical thoughts who comes along some information
from all the employees that they wish to change in their organizations. The questions asked
by union supporter, are many as what is the main goals and focus to sign an authorization
card and how many employees are there with same mentality of thoughts. The main motive is
to consider the concept being signing an authorization card, which co-worker has received. If
I signed the authorization card then I will be the member of the same union or not. I would
ask union supporter to not to sign the authorization card which he has brought for signature.
What is the main objective behind this, how much days it will took to overcome this and if
there are losses occurred due to this, what are the next step. How strongly you think about
this and employee’s perception varies from one person to another. Therefore, from this point
of action it can take its formation in positive or negative way.

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Bibliography
Andriotis, N. (2018). The Top 7 HR Challenges and How To Face Them. Retrieved May 20,
2019, from Efront: https://www.efrontlearning.com/blog/2017/11/top-7-human-
resource-challenges-solutions.html
Companies Uses Talent Management Solutions. (2019, May). Retrieved from AXIOM
SOURCE NETWORK LTD: https://www.axiomsource.net/blog/Why-Companies-Should-
Invest-In-Talent-Management-Solutions
Emergency Preparedness. (2019, May). Retrieved from Center for a Healthy Maryland:
http://healthymaryland.org/public-health/past-public-health-programs-resources/
emergency-preparedness/
Equal Employment Opportunity Act Law . (2016, May). Retrieved from US Legal:
https://definitions.uslegal.com/e/equal-employment-opportunity-act/
Floods. (2019, May 20). Retrieved from Annapolis MD:
https://www.annapolis.gov/312/Floods
Human Resource Management. (2019). Retrieved May 20, 2019, from National Academy of
Sciences: https://www.nap.edu/read/12814/chapter/11#140
Mathur, P., Srivastava, S., & Mehta, J. L. (2015, May). High Cost of Healthcare in the United
States-A Manifestation of Corporate Greed. Retrieved from Journal of Forensic
Medicine: https://www.omicsonline.org/open-access/high-cost-of-healthcare-in-the-
united-statesa-manifestation-of-corporategreed-jfm-1000103.php?aid=66253
Schooling, R. (2014, May). Realistic Job Previews. Retrieved from SHRM:
https://blog.shrm.org/blog/the-realistic-job-preview
Wentland, D. (2019, May). STRATEGIC TRAINING ALWAYS PUTS EMPLOYEES FIRST. Retrieved
from IVEY Business Journal: https://iveybusinessjournal.com/publication/strategic-
training-always-puts-employees-first/
Wilkie, D. (2015). Globalization Presents Complex Challenges for HR Managers. Retrieved
May 20, 2019, from SHRM:
https://www.shrm.org/hr-today/news/hr-news/pages/globalization-presents-
complex-challenges-for-hr-managers.aspx

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