HRM500 Week 1 Scenario Script: HRM and its impact on organizational performance Slide # Slide 1 Angela's Office Introduction Page [HR Director Angela, HR Manager Michael and HR Manager Ashley] Narration Angela: Good Morning! Welcome to Montrose International. My name is Angela and I have served as the HR Director here since our company was founded in 2002. HR Director Angela: Ashley: And my name is Ashley. I am an HR Manager here at Montrose, and have been with the company for the past two years now. HR Manager Ashley: Michael: Hi Angela and Ashley. It's a pleasure to meet you both. My name is Michael and I'm excited to begin my first week as an HR Manager at Montrose. Angela: As your supervisor, I'll be training you over these next few weeks. Ashley is also a great resource, and will serve as your mentor while you're learning the ropes. We're thrilled to have you on our team! Michael: HR Manager Michael: Slide 2 Scene 1 Angela's Office Angela: Let me give you a brief rundown of the situation here at Montrose that you will be working with. The CEO and other executives have decided to offer a new brand of conferencing software to their consumers. We will need to hire engineers, production workers and additional customer service representatives to see this project through. Ashley, can you give a brief explanation of the recruitment and selection process to Michael? Ashley: As you both know, recruitment is the process through which an organization seeks applicants for potential employment. Selection refers to the process by which a company identifies candidates with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals. Angela: I would like for you both to determine where we might recruit qualified candidates. Michael: I know the local community college has students who have certifications and training in machinery used in manufacturing. Ashley: Also, I believe the local university has an engineering department. I understand the engineering school is one of the top five in the country. Michael: The Mac Company recently closed their call center, and many of the former employees are registered with the local Employment Security Office. I can contact them to set up interviews with individuals looking for employment and who have customer service experience. Ashley: We can set up an employee referral program and let our employees know that we are seeking to hire engineers, production workers, and additional customer service representatives. We might also offer incentives for referrals that result in a hire. Michael: In addition, let's contact our Emergency Staffing department to assist with our recruitment efforts, since we will need to hire three hundred new employees. Angela: These are all great ideas! Let's meet in one week to discuss our progress in interviewing and hiring candidates. Slide 2 Scene 2 Angela: How will we determine the skills needed for the positions? [Angela's Office, one week later] Michael: We will need to complete a job analysis. A job analysis will help us to determine the skills needed for the positions, questions and any assessments for the interview process, training, and the performance appraisal. Ashley: We can also use other resources, such as the oh-net website, to get a description of these positions, as ell as the technology used and skills needed. This website provides a continuously updated database of standardized and occupation-specific Slide 3 Scene 3 [Angela's Office] descriptors, and is the largest source of occupational information currently available in the United States. Angela: Training and development is another important aspect to ensure employees are successful. Ashley, can you briefly describe training for us? Ashley: Training is a planned effort to enable employees to learn job-related knowledge, skills and behavior. By investing in employee development, we can ensure that our employees continuously acquire the skills needed to be successful on the job and meet the demands of customers and clients. Michael: Top qualities that employers look for include interpersonal skills, work ethic, initiative and flexibility, honesty and loyalty, and strong communication skills, both verbal and written. Ashley: The organization will need to consider enabling employees to not only perform their current jobs, but preparing them for future company positions as well. Slide 4 Scene 4 Slide 5 Matching dropdown interaction - with three case study examples of the traits and top qualities employers look for. The users choose which qualities these case studies demonstrate. Scene 5 Angela: Great job, both of you! You have successfully matched the traits and qualities [Conference Room] employers value with the correct case studies. Now let's move on to a topic I know you will both appreciate - paychecks! Slide 6 Angela: Now that you have a better understanding of the top traits and qualities employers are looking for when hiring, let's test your knowledge with a quick activity before we move on. (Angela laughs) Slide 7 Scene 6 Angela: Planning and administering pay and benefits will play an important role in motivating employees. Michael: Planning pay and benefits involves many decisions based on legal requirements. Ashley: We will need to benchmark other companies to ensure that our benefits and pay are competitive with other organizations. Slide 6 Scene 7 [Conference Room] Angela: Employees will need information about our health plan, retirement plan and other benefits. Angela: In recent years, HR has taken on a more active role in supporting the organization's strategy. We as HR professionals need to understand the organization's business operations. Michael: I agree! We also will need to be able to project how business trends might affect the organization and reinforce positive aspects of the culture. Ashley: We need to continuously develop talent for present and future needs, craft HR strategies and make a case for them with top management. Angela: Through HR planning, we can identify the number and type of employees the organization will require in order to meet its objectives. Slide 7 Scene 5 Angela: Also, by using evidence-based HR, we can collect and use data to show that human resource practices have a positive influence on the company's bottom line. Angela: What are some of the most important roles HR plays in a company? *Show Angela's character asking the first question, but then show a Ashley: Well, for one thing, we help to define fade in/out montage of Stock jobs, forecast HR needs, and provide training. photos of the different roles appear as the characters discuss them instead of the actual characters Michael: HR professionals also have the responsibility of interviewing and selecting candidates and determining how to appraise employee performance. Ashley: Yes, and we are also responsible for recommending pay increases and promotions, communicating policies, and motivating employees with support from pay, benefits and other rewards. Angela: Great answers! You both have a clear understanding of the expectations for HR professionals. Before we continue with our plans, will you both please take just a few minutes to complete a brief activity on job responsibilities of Human Resources personnel? Slide 8 Interaction *File/trash drag and drop [Students will select which are HR responsibilities and which are not.] Slide 9 The choices are motivate employees, forecast HR needs, provide training, appraise performance, responsible for servicing the copier and ordering supplies. (Incorrect responses in red) Scene 9 (Concluding Scene, wrapping things up) [Conference Room] *Insert interactive chart of \"people practices\" Angela: Great job, both of you! You successfully identified that motivating employees, forecasting company human resource needs, providing training, and appraising performance are all appropriate job duties for an HR professional. Servicing the copier and ordering supplies are not, thank goodness! *Angela laughs Human Resources Management consists of an organization's \"people practices\" - the policies, practices and systems that influence employees' behavior, attitudes and performance. HRM influences who works for the organization and how they complete their work. If managed well, Human Resources has the potential to be a source of sustainable competitive advantage, contributing to basic objectives such as quality, profits, and customer satisfaction. Angela: Michael, I think you are off to an excellent start here at Montrose. You have an excellent mentor in Ashley, so don't be afraid to ask her questions. Let's plan to meet up again and discuss progress on this project in one week. In the meantime, don't forget to do some additional research on HRM and company performance, as well as globalization issues, for our weekly discussions. Also please remember to read the article \"Is HR at its Breaking Point\" in your Additional Resources folder - we can discuss it further at our meeting next week. Have a good rest of the day, will see you soon