·Culture and IHRM" Please respond to the following:
Use the Internet to research the culture of at least one (1) developed
country in which an office or subsidiary of a U.S.-based global
organization or MNE exists. Go to
of global organizations.
·From the Activity, discuss the cultural environment of one country in
which a U.S.-based MNE exists. Compose two cultural differences
between the U.S. and that country, and suggest how different cultures
affect the activities and programs of a centralized IHRM. Provide
specific examples to support your response.
"Managing Employees in an MNE" Please respond to the following:
·Recommend a best practice an HR manager of an MNE can use to manage
the human capital needs of a highly diverse workforce made up of
individuals with different cultural backgrounds, speaking different
languages and having different educational experiences. Provide
specific examples to support your response.
"Performance Planning" Please respond to the following:
·A local retail store hires sales associates to sell laptop computers.
Create two specific outcomes and behaviors that you would use to
measure employees’ performance as well as the standards for each
measure. Be sure to explain why you chose those outcomes and
behaviors. In addition, propose one standard stretch goal for the
sales associates and recommend how you would tie that stretch goal
into their compensation. Provide specific examples to support your
response
"e-Compensation" Please respond to the following:
·Gueutal & Stone (2005) state that an organization’s communication
practices can have a profound effect on how employees respond to an
organization’s compensation practices and whether the organization
gets what it wants. Assess the pros and cons of your organization’s
communication approach in regard to compensation practices. Offer a
different strategy that would provide more value to your organization
as well as its employees. Provide specific examples to support your
response.
Budgeting Time" Please respond to the following:
·Justify the time it takes to put together a budget for a human
resource project.
·Support your justification by creating a hypothetical example of a
human resource project. Relate specific elements of your example to
support your justification.
"Valuing Risk Management" Please respond to the following:
·Rank risk management in importance among the previous planning
elements of budgeting, resourcing, scheduling, WBS and scope
planning. Justify the ranking.
·Create a scenario where the value of risk management would be
minimal. Explain why.
Supply Chain Fundamentals" Please respond to the following:
·Evaluate how supply chain management affects the process of project
management.
·Your current company has decided to enhance their IT department.
Compare and contrast the reasons to hire new employees versus
outsourcing the additional work.
Case Study: Affinity and Relationship Diagrams for Project Kick-off" Please
respond to the following:
·Give your opinion of the affinity diagram used in the case titled
“Affinity and Relationship Diagrams for Project Kick-off”. Then,
suggest an alternate method for a kickoff meeting. Rate the two
methods (your suggested method and the affinity diagram) by
comparison and decide which you would prefer and why.(See attached
file: affinity.pdf)
·More Management Techniques" Please respond to the following:
Watch the video titled “Management Techniques from The One Minute
Manager” (6 min 28 s), found on NBC Learn. Type the title into the search
field, then click the thumbnail video that appears. Be prepared to discuss.
(Embedded image moved to file: pic29733.jpg)
Title: Management Techniques from "The One Minute Manager"
Date: Sep 6, 1982
Duration: 00:06:35
·From the video, give your opinion on the three approaches discussed
in the video (goal setting, praise, and reprimand). Assess how these
are or are not applicable to a team setting, and whether this is
still pertinent in today’s workforce given that the video is nearly
three decades old.
·Speculate the possible outcomes of reprimanding an employee.
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