Homework answers / question archive / Module 4 - Background HR PROGRAM EFFECTIVENESS; EMPLOYEE PERFORMANCE MANAGEMENT (BEST PRACTICES); FUTURE OF TALENT MANAGEMENT HR Program Effectiveness Required Material Grossman, R

Module 4 - Background HR PROGRAM EFFECTIVENESS; EMPLOYEE PERFORMANCE MANAGEMENT (BEST PRACTICES); FUTURE OF TALENT MANAGEMENT HR Program Effectiveness Required Material Grossman, R

Management

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Module 4 - Background

HR PROGRAM EFFECTIVENESS; EMPLOYEE PERFORMANCE MANAGEMENT (BEST PRACTICES); FUTURE OF TALENT MANAGEMENT

HR Program Effectiveness

Required Material

Grossman, R. J. (2006). Measuring the value of HR. HR Magazine, 51(12), 44-49. Retrieved from the Trident Online Library.

Lovely, K. (2013). Delivering on the Promise of Improved HR Service Delivery: Why the Core HRMS is not enough! Workforce Solutions Review, 4(6), 4-7.

Meinert, D. (2014). What's blocking workforce change? HRMagazine, 59(11), 16. Retrieved from ProQuest in the Trident Online Library.

Wirtz, J., & Heracleous, L. (2012). Singapore Airlines: Managing human resources for cost-effective service excellence. Retrieved from http://docplayer.net/2716897-Singapore-airlines-managing-human-resources-for-cost-effective-service-excellence.html

Wells, S. J. (2013). Big fish, small ponds. HRMagazine, 58(7), 30-36. Retrieved from ProQuest in the Trident Online Library.

Optional Material

Boudreau, J., Ziskin, I., & Gibson, C. (2014). What is the future of HR? Workforce, 93(1), 30-48.

Osman, I., Ho, T., & Galang, M.C. (2011). Are human resource departments really important? An empirical study on Malaysian small and medium enterprises (SMEs) in the service sector. International Journal of Business Management, 6(2), 147-154. Retrieved from ProQuest in the Trident Online Library.

Performance reviews get mediocre grades. (2014). HRMagazine, 59(12), 13. Retrieved from ProQuest in the Trident Online Library.

Popescu, L., Popescu, V., & Iancu, A. (2010). The economic impact of employer investment in training. Economics, Management and Financial Markets, 5(1), 170-175. Retrieved from ProQuest in the Trident Online Library.

Robinson, D. A., & Nikolic, B. P. (2014). A Stairway to the Stars: Monitoring Sustainability Performance in SMBs. Journal Of Business Systems, Governance & Ethics, 9(1), 23-38.

Sillup, G.P., & Klimberg, R. (2010). Assessing the ethics of implementing performance appraisal systems. The Journal of Management Development, 29(1), 38-57. Retrieved from ProQuest in the Trident Online Library.

US Office of Personnel Management. (N.D.). Strategic human resources management: Aligning with the mission. Retrieved from http://www.opm.gov/studies/alignnet.pdf

Employee Performance Management (Best Practices)

Required: Material

Performance Management and Appraisal. Retrieved from http://www.sagepub.com/upm-data/45674_8.pdf

Pitfalls and best practices in performance management overview. Retrieved from http://www.communicare.com/DT/pdf/Pitfalls&BestPracticesPerformanceManagement.pdf

Pulakos, K. (2004). Performance Management. Retrieved from http://www.shrm.org/about/foundation/research/Documents/1104Pulakos.pdf

Optional Material

Best Practices for Employee Performance. Retrieved from http://www.employee-performance.com/whitepapers/Best_Practices_for_Employee_Performance_Reviews.pdf

Lussier, R. & Hendon, J. Developing and managing: performance management and appraisal. Human Resource Management. Retrieved from http://www.sagepub.com/upm-data/42851_Pages_from_CH08_Lussier_85x11%28Minion%29_corrected_title_page.pdf

Future of Talent Management

Required Material

Across the World with the Singapore Girl. Retrieved from http://youtu.be/fNEJrd6GkSY.

Jones, S. (2013). Talent management - where to start? Thought leaders share their views on the HR profession and its direction for the future. Strategic HR Review, 12(4), 209-210. Retrieved from the Trident Online Library.

Nolan, S. (2013). Talent management. Strategic HR Review, 12(4), 175-176. Retrieved from the Trident Online Library.

Singapore Airlines SQ Girl. Retrieved from http://youtu.be/P5sGKR6NJBw

Sullivan, J. (Sept. 2011). Talent management lessons from Apple: A case study of the world’s most valuable firm. Parts 1-4. Retrieved from

https://drjohnsullivan.com/uncategorized/talent-management-lessons-from-apple-a-case-study-of-the-worlds-most-valuable-firm-part-1-of-4/

https://drjohnsullivan.com/uncategorized/talent-management-lessons-from-apple-a-case-study-of-the-worlds-most-valuable-firm-part-2-of-4/

https://drjohnsullivan.com/uncategorized/talent-management-lessons-from-apple-a-case-study-of-the-worlds-most-valuable-firm-part-3-of-4/

https://drjohnsullivan.com/uncategorized/talent-management-lessons-from-apple-a-case-study-of-the-worlds-most-valuable-firm-part-4-of-4/

Optional Material

Couch, K. (2012). Talent management. Leadership Excellence, 29(2), 18. Retrieved from the Trident Online Library.

Towlson, D. (2014). Personal training. The Safety & Health Practitioner, 32(9), 57-57,4. Retrieved from the Trident Online Library.

Module 4 - Case

HR PROGRAM EFFECTIVENESS; EMPLOYEE PERFORMANCE MANAGEMENT (BEST PRACTICES); FUTURE OF TALENT MANAGEMENT

Case Assignment

(Signature Assignment: Critical thinking, Reinforced Level)

After reading required materials in Module 4, review the following case (which is the same case read for SLP 4):

Please answer the following questions in a well-integrated essay:

Describe what is unique about SIA’s five elements of its successful HR practices.
Evaluate the effectiveness of each element’s contribution toward SIA’s leadership in service excellence and cost effectiveness.
Despite evidence that such practices help service firms achieve higher company performance, many organizations have not managed to execute them as effectively. Why do you think that is the case?
Some of SIA’s HR practices would be illegal in the U.S. Is this fair competition, or are those HR practices encouraging a “race to the bottom” in terms of employee rights?

Bring in at least 5 library sources to help strengthen your discussion. Reference all material cited.

Your paper should be at least 4-5 pages (not including cover sheet and reference list). Deal with these issues in an integrated fashion, rather than treating them as a series of individual questions to be answered one by one. Follow APA 6^th Edition guidelines.

For instruction on writing papers, citing sources, proper referencing, and so forth, use Trident University's Student Guide to Writing a High-Quality Academic Paper.

Upload your paper by the module due date.

Assignment Expectations

Demonstrate critical thinking and analysis of the relevant issues and HRM actions, drawing on your background reading and research.

Information Literacy: Evaluate resources and select only library/Web-based resources that provide reliable, substantiated information.

Give authors credit for their work. Cite sources of borrowed information in the body of your text as footnotes or numbered end notes, or use APA style of referencing.

Prepare a paper that is professionally presented (including a cover page, a list of references, headings/subheadings, and a strong introduction and conclusion). Proofread carefully for grammar, spelling, and word-usage errors.

Module 4 - SLP

HR PROGRAM EFFECTIVENESS; EMPLOYEE PERFORMANCE MANAGEMENT (BEST PRACTICES); FUTURE OF TALENT MANAGEMENT

Assignment Overview

After reading required materials in Module 4, review the following case (which is the same case read for Case 4):

Please answer the following questions in a well-integrated essay:

Why do you think U.S. full-service airlines are largely undifferentiated, low-quality providers? What are the reasons that none of the full-service airlines positioned itself and delivers as a high service quality provider?
How might people feel if they are working in a culture that focuses so intensely on customers, but cuts costs to the bone internally?
View: http://youtu.be/fNEJrd6GkSY (Across the World with the Singapore Girl) and http://youtu.be/P5sGKR6NJBw (Singapore Airlines SQ Girl), and discuss your perceptions of these videos from an HRM standpoint.

Bring in at least 2 library sources to help strengthen your discussion.

Your paper should be at least 2-3 pages, (not including the cover sheet and reference list). Deal with these issues in an integrated fashion, not as a series of individual questions.

Please upload your paper by the module due date.

SLP Assignment Expectations

Demonstrate critical thinking and analysis of the relevant issues and HRM actions, drawing on your background reading and research.

Information Literacy: Evaluate resources and select only library/Web-based resources that provide reliable, substantiated information.

Give authors credit for their work. Cite sources of borrowed information in the body of your text as footnotes or numbered end notes, or use APA style of referencing.

Module 4 - Background HR PROGRAM EFFECTIVENESS; EMPLOYEE PERFORMANCE MANAGEMENT (BEST PRACTICES); FUTURE OF TALENT MANAGEMENT HR Program Effectiveness Required Material Grossman, R

Management

Module 4 - Background