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I’m working on a writing Other and need guidance to help me understand better.

 Complete Critical Thinking Challenge #5 at the end of Chapter 14.
o Requirements: Response must be a minimum of 500 words; APA format.



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Chapter 14 Question 5
Human Resources Portfolio
Professor Name
Human Resources Portfolio
This paragraph will be used as the introduction for the portfolio, you can write it at any
time but it needs to be there for Unit 7.
Strategic HR Thinking and Practices
Human resource (HR) managers play a crucial role in an organization by performing
people management roles to enhance performance. According to Mathis et al. (2016), the
managers’ roles in identifying talented employees, developing policies that govern human
behavior, and establishing performance protocols and an incentive system promote business
success. As much as the managers focus on promoting HR activities, the case study on HR
performance consulting reveals that these leaders fail to assess employers’ strategic objectives
(Mathis et al., 2016). The HR managers should think strategically in their respective companies
to establish strategic ways of promoting organizational success.
HR Personnel Need To Think More Strategically
The cased study regarding Ingersoll Rand reveals that the HR team needs to think more
strategically in their respective companies since their contributions determine the overall
business success. Mathis et al. (2016) emphasize the importance of HR being proactive in
managing human resource activities, such as monitoring employees’ performance. This is a
crucial function that helps identify performance gaps that the executives can address by investing
in technology and training programs. Notably, performance monitoring is part of the strategic
thinking measures that enable the HR team to align performance with the company’s set mission,
vision, and objectives.
The Collaboration of Other Managers
Based on the strategic thinking measures taken by HR, this might help other managers to
be more serious. This is because they might be motivated to participate in the planning of
business processes. According to Mathis et al., 2016), leaders’ collaborative efforts in the
company enhance the effectiveness of implemented risk assessment protocols and decisionmaking processes addressing the problems. For successful business practices, HR personnel
should help leaders work together when developing change implementation measures. In this
case, these leaders learn to ask strategic questions, assess probable solutions, and initiate change
based on the recommended best business practices.
Evaluation of the Talent Solutions Framework
As a leader, I would evaluate the talent solutions framework created for the Climate
Solutions unit by developing a feedback survey from the unit leaders. Views from these unit’s
leaders would help me establish whether the identified framework helps meet their expectations.
The information gathered would inform whether other talent gaps need to be addressed to
reevaluate the implemented solution (Mathis et al., 2016). Apart from the leaders’ surveys, I
would also call a meeting to create an environment where the managers air their views regarding
the framework. Worth noting, the collective engagement from these leaders would help
determine the effectiveness of the implemented framework.
Implementing the Framework Evaluation Approaches as the HR
On an important note, a human resource professional should use evaluation devices such
as individual surveys and feedback meetings to promote unity and resolve issues. As discussed,
the human resource personnel have the mandate to think strategically in people management
measures and determine how the company’s goals align with the desired expectations. Mathis et
al. (2016) reinforce the importance of workforce planning, which involves implementing people
management solutions and evaluating their effectiveness in enhancing business success. Overall,
the workforce planning measures taken by HR promote strategic leadership, which drives
positive change, high-performance, and healthy engagement in the working environment.
Biblical Foundation and Affirmative Action
Understanding HR Differently at Belhaven than at a Secular Institution
Belhaven University is based on Christian values and beliefs. Therefore, its students
should approach learning from a Christian perspective. This course is about human resource
thinking and practices. From a secular perspective, human resource managers must think
strategically to make sure that HR plans are consistent with the organizational plan. They focus
on achieving organizational goals by developing strategies for increasing employee performance
and productivity. Also, secular institutions focus on equipping students with skills that put
business goals ahead of personal interests. Contrary, Christian institutions believe that personal
interests and growth are equally important as organizational interests. It means that HR personnel
must address employees’ physical and emotional needs instead of focusing on the business
activities alone.
In Genesis 1:26 (New International Version), God said that man should appear in His
image and reign over the other creatures. Therefore, God wants human beings to be treated with
dignity, and he should rank above everything that exists on earth. Secular institutions train
students to commit themselves to organizational success, even if it means sacrificing personal
interest. However, at Belhaven University, HR students receive training about valuing human
dignity and treat others with respect. This concept relates to the teachings of Jesus in Luke 6:31
(NIV), which says that people should do to other the way they would like others to do. Hence, at
Belhaven University, all people are equal in the eyes of God. Therefore, HR managers should not
think that they are more important than the people they lead.
In Psalm 1:1–6 (NIV), the bible talks about the sinners who will eventually perish
because of their evil deeds. People who mistreat others sin against God. For example, HR
personnel who overwork and oppress others are regarded as sinners because they fail to uphold
human dignity as directed by God. Therefore, such managers will finally experience failure in
their job. That is why students at Belhaven University are trained to respect others in order to
succeed in their endeavors. Moreover, HR managers should not act hastily to punish employees
when mistakes occur. Instead of punishing employees, Christian managers should try to show
forgiveness and provide mentoring or training. As explained in Matthew 18:15-17 (NIV),
Christians should try to forgive others before punishing them as the pagans do. Therefore, at
Belhaven University, students have trained on the importance of finding forgiveness in HR
Colossians 4:1-6 (NIV), requires managers to treat employees justly and equally because
God is the manager of all people. Therefore, Belhaven University believes that HR thinking and
practices should not violate the rights of the employees. Moreover, it is not just for managers to
deny employees their fair wages, as explained in 1 Timothy 5:18 (NIV). At Belhaven University,
students should know that it is good to reward employees. In 2 Thessalonians 3:10 (NIV), the
bible says that lazy people should not eat. Therefore, it is good for HR managers to create a
performance evaluation criterion so that the best employees can receive rewards.
The cited Bible verses in this section focus on advising leaders on how they should
handle employees. However, employees have the responsibility to maintain a good relationship
with their masters. In Hebrews 13:17 (NIV), the bible says that workers should respect their
leaders. HR personnel who study at Belhaven University should know that they will become
employees in the future. That is why the University teaches students about respecting their
masters so that they become successful in their careers. Unlike secular institutions, it is clear that
Belhaven University aims at training students to develop virtues that value human dignity.
Through the bible teachings, the University can produce HR personnel who are committed to
organizational goals as well as employees’ personal growth.
Affirmative Action in the Workplace
Affirmative action refers to the government and other entities’ various policies to
encourage equality in society (Ezorsky, 2018). Affirmative action can also be referred to as
positive discrimination. An entity comes up with initiatives that aim to provide minorities and
disadvantaged groups within the society equal opportunities within a particular setting. These
policies favor the minority in the community. By giving a boost, the authorities hope to bridge
the gap between the disadvantaged groups and the others. Affirmative action was first introduced
in the American society by President John F. Kennedy in 1961 when he signed an executive
order which required employers in the country and other public entities to adopt affirmative
action during recruitment and service (Ezorsky, 2018). To attain equality in the public and
private sector, employers can offer preferential treatment to disadvantaged groups in the society,
such as women, African Americans, and the disabled. It is important to note that these groups lag
because of the disproportionate policies used in the past that favored men, white Americans, and
individuals without disability (Kannan, Roth & Ziani, 2019). This created a gap between these
groups; as a result, economic inequality. Therefore, preferential treatment aims to bridge this gap
which gives it a positive name for discrimination. Affirmative action has various advantages and
Advantages. The first advantage of affirmative action is that it promotes diversity in
society’s different spheres (Ezorsky, 2018). Before introducing affirmative action, the public and
private spheres of society were occupied by a particular group of individuals. In the education
sector, the White Americans were the majority in higher education institutions. It is not until a
presidential declaration and enactment of the Civil Rights Act in 1964 that African Americans
were given opportunities to attend predominantly white institutions. With the increase in
diversity, society becomes more tolerant of superficial differences that exist between people.
Affirmative action also brings about equality in society (Kannan et al., 2019). With the
requirement to give preferential treatment to disadvantaged groups such as women and minority
communities, the public and private sectors can bridge the deficit in the different sectors. We can
address the historical injustices that suppressed those that were considered inferior in society
with preferential treatment. This brings about much-needed equality in society.
Affirmative action also enhances the growth of the economy (Premdas, 2016). When we
adopt affirmative action that encourages equality in gender and race in the employment sector,
the employer gets a massive pool of talent to choose from. Therefore, the market can get the best
and most skilled labor force, which will enhance productivity and efficiency. As a result, the
economy will develop.
Disadvantages. The main demerit of affirmative action, especially at the workplace and
in the education sector, is that it creates stigma (Kannan et al., 2019). The individuals who
benefit from affirmative action will be stigmatized by others because there will be a perception
that they were recruited because of the pressure to attain equality and not because of their
abilities. The other demerit is that it creates a perception of reverse discrimination because the
disadvantaged groups are given extra opportunities at the detriment of the others.
Affirmative action has been quite effective in enhancing equality in employment. In the
past, employers did not hire women and minority groups due to social stigma (Ezorsky, 2018).
Even the women that were qualified did not get equal employment opportunities because of the
favoritism towards men. Affirmative action ensures that the employers treat employees equally
from the stage of recruitment depending on their qualifications and not their gender or race
(Kannan et al., 2019). The bible states that every human is created equally, and no person is
superior to the other. Therefore, affirmative action seeks to address past injustices and attain
quality. The future of affirmative action will shift from blatant preferential treatment to giving
individuals equal opportunities depending on their skills (Ezorsky, 2018). Affirmative action will
be more about attaining diversity.
Recruiting Kia
It is challenging for many companies to recruit the right employees for a specific job.
This becomes even harder for large companies like KIA Motors that have to recruit a large
number of new employees. This requires strategic recruiting planning and operational efforts to
ensure that the selected individuals are the best fit for the job opportunities available. The
strategic recruitment process starts far before the applicants are allowed to apply for the available
job opportunities (Gully et al., 2014). For instance, KIA Motors HR Director spent a lot of time
visiting churches, colleges, appearing in television and radio shows, and utilizing other strategies
to attract the best applicants within and beyond Georgia. The strategic recruitment planning and
operational efforts for large companies also require collaborative efforts between different
stakeholders to screen a large number of applicants, such as the KIA Motors case.
During the selection and employment of new employees, the Christian view advocates
for equal treatment and the selection of individuals in a free and fair manner. Having an effective
strategic recruitment plan that involves different stakeholders ensures that new employees are
selected and employed in a free and honest way. It is possible for companies that require a large
number of workers to miss on hiring the right employees that have the necessary knowledge and
experience. This is because the more a company needs a large new workforce, the more
applicants that are needed; hence, the need for an aggressive advertising campaign. Selecting the
best candidates out of the large pool of applicants can be challenging which requires an effective
strategic recruitment plan and efforts from various stakeholders. This aspect is different from that
of a small firm or company that requires a few new employees at any given time. Small
companies don’t have to employ a lot of technology during the employment process like online
applications and the use of software to select the right employees like KIA Motors. Most of them
use one-on-one interviews with hard copy application.
The internet and technology have brought a change in almost all aspects of our lives,
including the way companies and organizations hire their employees. The recruitment efforts,
especially for big companies, have been made easier and more effective by using the internet
effectively. The internet has made the recruitment process much faster, especially where a large
number of workers are required. Applicants can access the website of a potential employer,
complete an application form, and download the job description with the help of the internet.
Furthermore, D’Silva (2020) pushed the notion that the internet enables companies of all sizes to
search for the best employees from any part of the world.
According to Fred and Kinange (2018), the use of the internet and other online systems
allows companies to quickly identify the applicants who match the qualifications of the available
jobs. For instance, KIA Motors received more than 40,000 applications via a special website that
the company had provided. The application of an online system was used to identify the
applicants who matched the available job positions. The company further used recruiting
software to select the right and qualified applicants by identifying their work experiences and
education levels. Five hundred employees were recruited within the first six months of the new
company’s operations, and further 1200 employees were later employed by the end of its first
trading year. Christensen et al. (2017) noted, the internet has also significantly reduced the time
spent and cost of on-boarding candidates in companies. In turn, this has reduced downtimes and
delays that result from vacant positions hence increasing the productivity and profitability of
companies. These are part of the advantages that KIA Motors enjoyed by employing technology
and the internet in its recruitment processes during the establishment of its new vehicle
manufacturing plant in West Point, Georgia.
21ST Century Onboarding
Employee onboarding is an approach that introduces new employees to an organization’s
cultural values, goals, and working practices. All companies have unique onboarding strategies
to engage new employees (Bauer, 2010). The 21st-century onboarding case study provides an
excellent example of three different sized companies, Sun Microsystems, El Paso Corporation,
and Zimmerman Advertising, that used different onboarding approaches.
A significant difference in the onboarding strategies used in these three companies was
evident in the scheduling of the orientation sessions. Sun Microsystems offered orientation
sessions as soon as a new employee begins working with the company and the sessions continue
until the hired individual becomes fully integrated. Hence, this company’s orientation scheduling
does not have a defined timeline, unlike El Paso Corporation that offered times for the two
mandatory orientation sessions. New employees attend a first-day orientation, and then the
company schedules another training session a month later. On the other hand, new employees at
Zimmerman Advertising get a 30-day training, 60-day, and 90-day training as outlined in the
checklist. A new hire’s supervisors plays a significant role in monitoring the new hire’s progress
to ensure that a hired employee receives training within the required timeline (Bauer, 2010). As
soon as the new hire achieve their required tasks, their supervisor signs sign the checklist to
show successful completion of the training. Despite the differences, a significant similarity in the
implemented onboarding approaches is that they encourage new employees to use the computer
and internet to learn more about business activities. Generally, information on the companies’
websites enables the employees to familiarize themselves with the new environment.
After reading all the onboarding approaches used by the three companies, there are
significant differences. For instance, the orientation provided by Sun Microsystems and El Paso
Corporation is virtually given and hired employees access information from the company’s
website. Access to information from the company’s website is not enough during the orientation
sessions because there is a need for in-person training that allows new employees to ask
questions so they can understand better (Bauer, 2010). As emphasized in Proverbs 11:14, where
there lacks counsel, people fall, but in the presence of multiple counselors, their safety is
enhanced. With that, supervisors would help the individuals familiarize themselves with
company policies and make them feel at ease in the new environment. Although Sun
Microsystems employees can provide feedback about their experience through the website, the
lack of a one-on-one session alters the human element needed in onboarding methods.
Furthermore, Zimmerman Advertising does …
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Belhaven University

BUS 362


enhance organizational success

promote collaborative efforts

performance management

Talent Solutions Framework

Christian perspective

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