HRM 326T Wk 2 – Apply: Assignment

Complete the Week 2 Apply Assignment in MyEducator.

Avondale Industries’ top management has set a goal to reduce cost and waste, improve efficiency at all their production sites (both domestic and abroad), and increase profitability. They recognize this is a continuous improvement journey and will involve much more than just the implementation of tools and alignment of work. They are committed to making change, however, and recognize that employee engagement and empowerment are key elements to improving productivity on the production lines. As a first step, the training and development office has engaged several groups of employees (line workers, engineers, quality assurance, quality control, and maintenance) to review production processes and set performance standards. Why is it important that these employees be involved in the process of setting standards?

Establishing standards for work on the production lines will enable all employees involved to be safe, which is the most important priority of the company.

Meeting standards are best achieved when the people who must meet the standards are involved in establishing them.

Engaging the different groups of people will allow for differing opinions to inform the company on what needs to be done on the production line.

Involving the employees right from the beginning of the continuous improvement journey will increase the likelihood they will support the new standards.

Four months ago, an outstanding salesperson was transferred from Avondale Industries’ headquarters in Arizona to their avionics division in Brisbane, Australia, to help promote and sell a new product being released in the region. Previously, the salesperson had been a high performer, but shortly after arriving in Brisbane he began to miss quotas and became a problem employee. While he was still pleasant to be around, it was apparent he lacked the motivation he had previously exhibited in his job. His manager, who had recruited him to the job because of his previous success, was at a loss and requested help from HR. Which of the following advice might best help the sales manager improve the performance management process for this employee?

The sales manager needs to motivate the employee. Giving him more work might make him feel more valued and trusted as a contributor to the department.

For the employee to improve in his performance, the sales manager needs to engage the services of a mediator who can act as a go-between to iron out their differences.

The sales manager should have the employee identify obstacles, get his buy-in on setting goals, set up regular times for feedback, and understand how his contribution affects the firm.

The sales manager needs to have a heart-to-heart talk with the employee, explain that his behavior is not acceptable, that changes must be made, or he will have to return to the US.

FEEDBACK

8 / 8  (100.0%)

As part of Avondale Industries’ performance management initiative, the training and development director was asked to customize a training program that would increase managers’ ability to manage the performance of their employees through coaching and feedback. Because most of Avondale’s managers have been promoted from within the company, they lack skills that are needed to lead their employees. Training on how to coach through a more hands-on approach to performance management was offered in a modular format. Choose the best reason why improving managers’ skills in coaching and feedback is an important part of the company’s performance management initiative.

Managers with good coaching and feedback skills help employees achieve their goals by reducing barriers to good performance, thus helping the company achieve its goals.

Managers who are trained to give accurate and timely feedback are more likely willing to listen to employees’ concerns and be ready to help when needed.

Managers who develop good coaching and feedback skills are more likely to continue to be promoted to higher leadership positions.

Improving managers’ skills in coaching and feedback allows them to stay in touch with the day-to-day struggles and accomplishments of their employees.

FEEDBACK

8 / 8  (100.0%)

The quality assurance (QA) office at Avondale Industries’ site in Atlanta, GA, routinely outperforms the other QA offices in the company, and employees there almost always receive the highest performance evaluations. When researching what was being done in hopes the success could be replicated in other QA offices, the HR department found that the QA manager in Atlanta knew what was going on in her department, gave timely feedback to her employees, and coached them through problems that arose. The supervisor also collaborated with the employees to set goals, identify new skills to learn, and set realistic but challenging job expectations. Why would these activities make such a difference in employees’ performance?

A supervisor who is aware of employees’ goals, coaches them, and involves them helps employees be more committed, motivated, and productive.

Employees who are productive and feel that they are contributing to the company tend to worry less and have a more positive outlook on doing their jobs.

A supervisor who is well liked by employees is more likely to have employees who are willing to follow their example and leadership.

Employees who are satisfied with their jobs and feel that they have access to opportunities for growth are more likely to help their fellow employees.

FEEDBACK

8 / 8  (100.0%)

The HR department at Avondale Industries is revamping their performance management system. In the old system, performance appraisals were conducted by managers every six months. In the new system, managers will review goals and establish new ones with their employees every three months and offer consistent feedback throughout the year. Many of the managers have said the new system will be cumbersome and that they do not have time to track performance and provide feedback. Choose the best reason for the company to continue with the performance management revision and train their managers to track performance and give feedback.

The new performance management system will give the company a better idea of how to train new employees and upgrade the skills of current employees.

Having an effective performance management system where managers are supportive and provide feedback will increase employee satisfaction and reduce the chance of litigation.

Revising the performance management system will enable the company to recognize those employees who do excellent work.

Improving the performance management system will allow managers to improve their ability to observe what really happens in their area of responsibility.

FEEDBACK

8 / 8  (100.0%)

The finance department at Avondale Industries is updating their software platform, and the training and development office has been asked to work with the department to provide training for their financial analysts. The training will be conducted in a computer lab where all participants will be able to use a dedicated computer. One of the long-time employees has developed retinitis pigmentosa, which limits her field of vision. The trainer was told that for the training the employee will need a computer that has a larger-than-typical screen and a black background with white letters. Arranging for a larger screen in the lab that will meet the employee’s needs is proving to be a hassle for the trainer. Why is it necessary to accommodate these special needs

It is necessary to make the accommodations for the financial analyst because the company wants to be known for treating people with disabilities well.

If the training is required for her job, the trainer is obligated by law to provide anything the financial analyst needs to be successful.

If the financial analyst can participate in the training with reasonable accommodations, the trainer is obligated by law to meet the special needs.

Making accommodations for the financial analyst will make it more likely the company will be able to retain her as an employee.

FEEDBACK

8 / 8  (100.0%)

The managers at Avondale Industries’ production sites have been asked to keep a monthly electronic performance journal for each direct report. The journals are to be used in the six-month performance appraisals. Many of the managers have balked at the request saying that entering data into the journals takes too much time. The HR department feels that training on how to effectively manage the process would be helpful and has assigned the training and development office the task of developing an online training to help the supervisors become more proficient with this task. Which of the following statements best explains why it is important for the supervisors to keep the journals as requested?

Keeping a journal will provide documentation and justification on an employee’s behavior in the event their employment must be terminated.

Ensuring supervisors keep a journal will protect them and the company in case there is ever an accusation of favoritism and bias.

An employee is more likely to listen to and respect a supervisor who shows enough interest in them to monitor their performance.

Keeping a journal will help supervisors be more accurate in their recall of employee performance and more effective in giving feedback.

FEEDBACK

8 / 8  (100.0%)

Avondale Industries’ training and development office assigned one of its trainers to develop a program to train recruiters for its site in Long Beach, California, the second-largest site in the avionics division of the company with over 7,000 employees. The trainer developed an innovative program that combined in-person training with an impressive e-learning component. The e-learning component was found to be highly transferable from one area of training to another, and the employee received a company award for innovation. After successfully using the training program for more than a year, the trainer was approached by an online e-learning company to develop a training course utilizing the e-learning component. The offer was lucrative, and the trainer would receive royalties for the course, which was to be sold to companies developing their own training programs. The trainer signed a contract but was then notified by Avondale’s legal department that she could not use the e-learning program she developed. Which of the following statements best explains the reason why the legal department could shut down the trainer’s deal with the online e-learning company?

The legal department could stop the deal because the trainer did not include the company in the contract negotiations.

The trainer should have gotten approval from her office to use the program even though she felt because it was her creation, she owned the copyright and did not need approval.

The trainer created the training program as part of a work assignment, and the copyright belongs to the employer, not the employee. Therefore, the legal department could stop the deal.

The trainer should have signed a deal with the company to retain the copyright in the first place. Since that was not done, the legal department could stop the deal.

FEEDBACK

8 / 8  (100.0%)

A new supervisor was promoted over the swing shift avionics production line in Houston, TX. Within his first six months in the position, seven of his 55 employees were terminated. During his first performance appraisal as a supervisor, he was asked why 12.7 percent of the employees on his shift were fired. He reported that he had been trained when he was hired and was simply following up on problems that should have been resolved previously. When his boss reviewed the terminations, she found that that the legal department had signed off on all seven terminations and that documentation of poor performance had been started months, and sometimes years, prior. The new supervisor was slightly offended that his decisions and actions were questioned. Why was it important to ensure that the termination process was carried out correctly?

Checking on the termination process allows the supervisor to determine if employees were treated kindly when they were let go.

Ensuring the termination process was conducted correctly and by due process provides the greatest legal protection possible for the supervisor and the firm.

Ensuring the termination process was done correctly would help provide the new supervisor with feedback on what he could improve in the future.

Correctly carrying out the termination process enables the company to document poor practices and improve training to avoid these situations in the future.

FEEDBACK

8 / 8  (100.0%)

Within a month of transferring from Avondale Industries’ wheel and brake division in Atlanta, GA, to the Long Beach, CA, wheel and brake site, a supervisor encountered an issue with an employee that required disciplinary action and contacted the HR department to document the start of the process. He was surprised to learn that he could not just set a meeting with the employee to talk about the issue because in California, unlike Georgia, the employees were represented by a union. What is the best reason for the supervisor to involve HR in this disciplinary issue?

As the supervisor was new to the area, it is a good idea for him to let other people take care of a situation that might get out of hand.

Because the supervisor had never worked in a union shop, the HR office can provide expertise and training on the steps to take as outlined in the collective bargaining agreement.

HR can help the supervisor understand that because it is expensive to hire new employees the goal is to retain the employee and provide constructive criticism.

The supervisor should involve HR in the disciplinary action so that responsibility for the discipline does not rest on his shoulders. Thus, he is protected should there be problems.

FEEDBACK

8 / 8  (100.0%)

Avondale Industries’ site in London, England, has a long history of successfully resolving poor performance issues. In ten years, not one employee has been terminated because of inadequate performance. On a site visit, the CHRO asked the site director how they had been able to maintain such an impressive record. The director stated that they proactively used the performance improvement plan (PIP) process and addressed performance and behavioral issues promptly. Why is the PIP a critical tool to use to benefit the company?

Using the PIP process helps supervisors identify which employees are prone to making mistakes and more likely to need training to improve.

Utilizing the PIP process benefits the company by addressing performance deficiencies, particularly when the deficiencies persist and other methods to address them have failed.

The PIP process helps the company identify which employees are truly interested in improving their performance and remaining with the company.

Correctly utilizing the PIP process improves communication between management and the workforce and promotes a more productive and healthier work atmosphere.

FEEDBACK

8 / 8  (100.0%)

The HR department at Avondale Industries has recently revised the company policy manual and asked the training and development office to provide training to all managers about the revised policies and how to apply them uniformly. The manager for quality assurance was gone on vacation when training occurred and did not receive it when she returned. One of the new policies established new data protection practices, which she did not know about. When a minor breach of security happened because of her failure to follow the new protocols, the manager was reprimanded and written up for the first time in her employment. Having the infraction on her record upset her, and she appealed to HR to have it removed. Is it possible, or even necessary, for HR to adjust her record and why?

The employee’s personnel record can be adjusted and should be to keep the employee happy and satisfied.

It is not necessary for HR to remove the infraction because the employee’s file is strictly confidential. Only select people would ever know, and it would not affect her employment.

It is not necessary to make a record adjustment because, should the employee leave, the record will be destroyed after one year, thus effectively removing it.

Ignorance of the policy opened the door for HR to remove the infraction. Employees must be informed about what is required or prohibited, or they cannot be disciplined.

FEEDBACK

8 / 8  (100.0%)

In the planning and scheduling department of Avondale Industries’ unmanned vehicles division in Fort Lauderdale, FL, the manager was ready to fire his assistant, an employee who had been with the company for 17 years. The manager had only been with the department for a year but was extremely frustrated that the employee continually made mistakes and could not learn, even though extensive training had been provided numerous times. Her attitude when her mistakes were discovered was cavalier, and she never apologized. He contacted the HR department to determine what he could do. He discovered the employee had 15 years of poor performance appraisals, but previous managers had not wanted to pursue termination because the employee was a Hispanic woman who was 55 years old. Considering this information, does the manager have the right to terminate his assistant?

The manager can terminate his assistant, but he needs to ensure that the reasons listed for termination are all related to her poor performance.

The manager should enlist the help of other office employees to help address her performance problems and see if together they can help her retain her job.

The manager has the right to terminate his assistant but should talk to her again and give her another chance to improve.

The manager does not have the right to terminate his employee. She is protected from termination because she is a female, belongs to a minority, and is over 40 years of age.

FEEDBACK

8 / 8  (100.0%)

The employees in Avondale Industries’ sites were extremely anxious about the status of their jobs because of a recent downturn in the airline industry. The company reassured everyone that they did not intend to lay anyone off because the company had diversified their portfolio when they had expanded into the unmanned vehicles and systems industry as well when they acquired an adhesives and sealants company two years ago. In addition, the company had excellent government contracts that were scheduled to last for ten years. Avondale’s CEO sent a company-wide letter to all employees reassuring them that the company was not planning to dismiss any employees. Why is it of benefit to the company to help its employees feel secure in their jobs?

Employees who feel secure in their jobs are often less stressed, more productive, and more loyal to the company.

Job security is important so that employees stop worrying about what might happen to them and their dependents if they lose their job.

Feeling secure in a position allows an employee to focus on what is important in life, both at home and at work.

Employees who are worried about losing their jobs tend to be more anxious, more prone to confrontation, and more apt to blow problems out of proportion.

FEEDBACK

8 / 8  (100.0%)

Avondale Industries has an employment policy that requires its new employees in certain areas (research and development, engineering, quality engineering, marketing, and sales) to sign a non-disclosure agreement (NDA) to protect the technology, processes, and contacts that are developed by its employees. It is now asking all current employees in these departments who have not previously signed an NDA to do so. Is it a good idea for Avondale to require employees to sign an NDA? Why or why not?

Requiring an NDA will protect the company from losing confidential information as new technologies, processes, and contacts are invented or developed.

An NDA is not necessary because it is possible to reverse engineer almost everything. It is unrealistic for the company to think it can protect its intellectual property.

Having the employees sign an NDA is not necessary. Requiring an NDA would make them feel they are no longer trusted.

It is important to require employees to sign an NDA to send a signal to all employees that sharing crucial company information is not acceptable.

FEEDBACK

8 / 8  (100.0%)