T
Thembi
- Original Poster
- #1
Hello I am conducting research for a paper for a course in my MBA program. I was wondering if I could ask you a couple of questions about how the HR management process works at your firm?
HUMAN RESOURCES QUESTIONS
1. Last year, close to the start of the coronavirus epidemic, an expert explained to Harvard Business School that “[e]mployers should understand the fundamental shift in employees’ and recognize that they have to radically alter their work expectations” (Gerdeman, 2020). In what ways has your department handled this recent crisis in terms of your expectations for employees?
2. At the University of Pennsylvania, “[a}ll requisitions go through an approval process which includes review by the school/center budget partner and Human Resources” (Penn Human Resources, 2021). How much independence do have over your department in choosing who is recruited to work for yo?
3. In 2017, the MIT Sloan Management Review published an article about the social media habits of employees (Cervellon & Lirio, 2016). Do you think that new employees should become “brand ambassadors” for the company (Cervellon & Lirio, 2016)?
4. Are there HR departments in other contexts that you believe are handling the coronavirus epidemic better or worse than others? Any reason for the difference?
5. A September 2020 study from Harvard Business School claimed that employees attending to their jobs from home are overworked (Kost, 2020). Do you agree, and if so, how do you plan to relieve the burden of remote access for your employees?
6. A recent Forbes article explained an interesting story about the Walt Disney Company right after the founding of the Disneyland themes park (Bradt, 2015). The article said that Walt Disney decided to reward his employees on Christmas for developing several profitable business ideas for Disneyland (Bradt, 2015). He gave them Disney stock, $50,000, and new Ferraris as a token of appreciation (Bradt, 2015). Do you believe that corporate incentive programs work? If so, which ones do you use in your own department?
7. At the University of Alabama, “[t]he purpose of the annual performance evaluation is to take a realistic snapshot of the employee’s job performance and provide a vehicle for discussion between the supervisor and employee on the employee’s strengths, areas for improvement and their goals and objectives” (The University of Alabama, 2021). How are goals and objectives paramount to employee job performance at this companyl?
8. At Duke University, professional development activities assume a plethora of forms, including attendance at meetings, counseling, training other staff members, formal presentations, lateral transfers, special projects, mentoring, on-the-job training, taking courses, community service, and attending workshops (Duke Human Resources, n.d.). What are the most important professional development programs for this organization?
9. Are lateral transfers common in this department? What exactly are they for?
10. What is the most competitive advantage that an employee will gain from working for your current organization, or specific department?
Bradt, G. (2015, May 20). Disney’s best ever example of motivating employees. Forbes.
Cervellon, M.C., & Lirio, P. (2016, Mov. 22). When employees don’t like their employers on social media. MIT Sloan Management Review.
Duke Human Resources. (n.d.). Suggested professional development activities.
Gerdeman, D. (Mar. 30). The new rules for remote work: Pandemic edition. Working Knowledge (Harvard Business School). [PDF].
Kost, D. (2020, Sep. 14). You’re right! You are working longer and attending more minutes. Working Knowledge (Harvard Business School). [PDF].
Penn Human Resources. (2021). Staff requisitioning, recruitment, selection, reference checks, employment offers, and offer letters.
The University of Alabama. (2021). Performance evaluation guidelines.
HUMAN RESOURCES QUESTIONS
1. Last year, close to the start of the coronavirus epidemic, an expert explained to Harvard Business School that “[e]mployers should understand the fundamental shift in employees’ and recognize that they have to radically alter their work expectations” (Gerdeman, 2020). In what ways has your department handled this recent crisis in terms of your expectations for employees?
2. At the University of Pennsylvania, “[a}ll requisitions go through an approval process which includes review by the school/center budget partner and Human Resources” (Penn Human Resources, 2021). How much independence do have over your department in choosing who is recruited to work for yo?
3. In 2017, the MIT Sloan Management Review published an article about the social media habits of employees (Cervellon & Lirio, 2016). Do you think that new employees should become “brand ambassadors” for the company (Cervellon & Lirio, 2016)?
4. Are there HR departments in other contexts that you believe are handling the coronavirus epidemic better or worse than others? Any reason for the difference?
5. A September 2020 study from Harvard Business School claimed that employees attending to their jobs from home are overworked (Kost, 2020). Do you agree, and if so, how do you plan to relieve the burden of remote access for your employees?
6. A recent Forbes article explained an interesting story about the Walt Disney Company right after the founding of the Disneyland themes park (Bradt, 2015). The article said that Walt Disney decided to reward his employees on Christmas for developing several profitable business ideas for Disneyland (Bradt, 2015). He gave them Disney stock, $50,000, and new Ferraris as a token of appreciation (Bradt, 2015). Do you believe that corporate incentive programs work? If so, which ones do you use in your own department?
7. At the University of Alabama, “[t]he purpose of the annual performance evaluation is to take a realistic snapshot of the employee’s job performance and provide a vehicle for discussion between the supervisor and employee on the employee’s strengths, areas for improvement and their goals and objectives” (The University of Alabama, 2021). How are goals and objectives paramount to employee job performance at this companyl?
8. At Duke University, professional development activities assume a plethora of forms, including attendance at meetings, counseling, training other staff members, formal presentations, lateral transfers, special projects, mentoring, on-the-job training, taking courses, community service, and attending workshops (Duke Human Resources, n.d.). What are the most important professional development programs for this organization?
9. Are lateral transfers common in this department? What exactly are they for?
10. What is the most competitive advantage that an employee will gain from working for your current organization, or specific department?
References
Bradt, G. (2015, May 20). Disney’s best ever example of motivating employees. Forbes.
Cervellon, M.C., & Lirio, P. (2016, Mov. 22). When employees don’t like their employers on social media. MIT Sloan Management Review.
Duke Human Resources. (n.d.). Suggested professional development activities.
Gerdeman, D. (Mar. 30). The new rules for remote work: Pandemic edition. Working Knowledge (Harvard Business School). [PDF].
Kost, D. (2020, Sep. 14). You’re right! You are working longer and attending more minutes. Working Knowledge (Harvard Business School). [PDF].
Penn Human Resources. (2021). Staff requisitioning, recruitment, selection, reference checks, employment offers, and offer letters.
The University of Alabama. (2021). Performance evaluation guidelines.
