HR Fall 2020 Project—————————————————————————-100 points This project will be due at the end of week 15 SUNDAY, December 6th, 2020 before 11:59pm using Microsoft Word or PDF application and dropped using the imported assignment drop box located in Module 15. Any late work will not be accepted but you may turn your project early upon completion. Submission process: please answer each part completely in order by starting with Part I to Part IV. Make sure that you complete everything and turn all four parts TOGETHER as ONE document through the Dropbox and use the American Psychological Association (APA) format with references and/or citations. This Project will be graded for originality and insight. It will be moderated through Turnitin to check for plagiarism. Re-submissions will not be allowed. * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * PART I Utilizing Chapter 5 “Individual/Organization Relations and Retention”, I would like you to go to the Accenture website, www.accenture.com, to research and gather job- and career-related information that might need to be adapted by other employers. This firm has approximately 261,000 employees and clients in more than 120 countries. Question: Discuss how Accenture markets itself to current and potential employees? 15 Points. Tasks: Be very detailed with your answer so you may earn the maximum points. Font: Times New Roman Font size: 12 pt. Line spacing: Double. PART II Utilizing Chapter 7 “Selecting Human Resources”, read the below case and answer three questions below it. CASE: Selecting a Programmer Marie Pendergrass has been a data processing supervisor for two years. She is in the process of selecting a candidate for a programmer trainee position she has created. Her plan is to develop the trainee into a systems analysis within two years. Since this is a fast track, she needs a candidate whose aptitude and motivation are high. Fourteen candidates applied for the job in the employment section of the personnel department. Six were women, eight were men. An employment specialist screened the candidates for Mary, using a carefully prepared interview format that included questions to determine job-related skills. Six candidates, three women and three men, were referred to Marie. 2 Marie then conducted structured, in-depth interviews and further narrowed the selection to one woman and two men. Her boss, a company vice-president, agrees wither judgment after hearing Marie’s description of the candidates. However, Marie’s boss feels particularly unsure of the abilities of the female candidate. From the selection interview, past job experience, and education, there is no clear indication of the candidate’s ability to perform the job. The vice-president is insistent that Marie screen the candidate with a programmer aptitude test devised by a computer manufacturing firm. The test had been given four years ago, and some of the most successful current analysis had scored high on it. Marie went to the personnel department and asked them to administer the test to the “questionable” candidate. The personnel manager informed her that the company policy had been to do no testing of any kind during the last two years. Marie explained that the request had come from a vice-president and asked that she be given a decision on her request by Friday. Questions 1. Identify and evaluate the stages of the selection process reflected in the case. 15 points. 2. If you were Marie, what would you do? 15 points. 3. Do you think the vice-president can override the personal manager? 15 points. Tasks: Be very detailed with your answers so you may earn the maximum points. Font: Times New Roman Font size: 12 pt. Line spacing: Double. PART III Utilizing Chapter 11 “Total Rewards and Compensation”, read the below case and answer two questions below it. CASE: Is the FLSA a Dinosaur? Is workplace flexibility out of reach for employees? Based on the Fair Labor Standards Act, nonexempt employees and their employers are restricted by the definitions of a workweek that were established in1938 when the law was enacted. A Congressional subcommittee on workforce protections recently held a hearing to explore calls for reform of the FLSA. High-profile companies like IBM testified that current regulations are neither employer nor employee friendly. Companies have instituted policies to restrict flexible work hours, telecommuting, and the use of mobile technology to comply with the wage and hour law. Overtime “exemptions” were granted by the government to only a small subset of workers with an intent to require companies to pay nearly all workers an overtime premium for work hours over 40 in a week. Life was different in 1938 when the vast majority of workers were men working in manual labor jobs. These jobs took a physical toll and long work weeks could lead to injuries and fatigue. All work was done onsite under a bureaucratic organization hierarchy. Workers had little discretion and input into how the work was to be done. Fast forward 75 years and look at today’s workplace. Technology and communication tools allow workers to carry their work with them wherever they go. No longer do we have to travel to a job site to complete our work. Women make up approximately half of the U.S. workforce. Many jobs are “knowledge” jobs rather than strenuous manual labor. Employees are empowered and engaged, and their input into work design is welcomed by their employers. While public-sector employees are allowed to take comp time rather than pay for 3 overtime hours, it’s strictly forbidden in the private sector. This limits employees from working hard early in the year in order to “bank” some time to use for summer vacation or winter holidays. It’s a lose-lose because the employee can’t get what she wants and neither can the employer. So, no flexibility for you! If it’s such a good deal, who could be against revising the FLSA? There are those who believe that employers would take advantage of workers and things would return to post-Depression era worker abuse. Without being forced to acknowledge and pay overtime premiums, employers might make unreasonable demands on workers’ time. There continue to be major lawsuits and settlements by workers who have been underpaid for their work hours. So, perhaps companies can’t be trusted to treat workers properly. It’s worthy of discussion and debate. Is the FLSA an artifact of working conditions that no longer exist? You be the judge. Questions 1. Does the 40-hour workweek still make sense? Would you recommend changing to a “pay period” calculation for overtime? For example, if a company pays workers every two weeks, should hours over 80 in a pay period be used to determine overtime rather than 40 in a week? 10 points. 2. How should nonexempt workers track their time spent away from work doing tasks such as responding to e-mail or text messages? 10 points. Tasks: Be very detailed with your answers so you may earn the maximum points. Font: Times New Roman Font size: 12 pt. Line spacing: Double. PART IV Utilizing Chapter 13 “Managing Employee Benefits”, answer the below two questions. Questions 1. What are the advantages and disadvantages of offering unique and creative benefits to employees? 10 points. 2. What are the pros and cons of allowing individual managers to design and offer creative benefits to their employee group? How would it impact overall company morale if the benefit offerings are not universal? 10 points. Tasks: Be very detailed with your answers so you may earn the maximum points. Font: Times New Roman Font size: 12 pt. Line spacing: Double. 4 As a reference, please open HR Project Grading Rubric to see how grading is administered. This Project will be graded for originality and insight. It will be moderated through Turnitin to check for plagiarism. Re-submissions will not be allowed. GOOD LUCK
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