California State University SHRM Org Human Resource Tool Analysis (using SHARM.org) As an introduction and in an attempt to increase your awareness of thes

California State University SHRM Org Human Resource Tool Analysis (using SHARM.org) As an introduction and in an attempt to increase your awareness of these resources, your task is to enter the website of the online resource assigned, browse its contents and menus, and write a brief summary of your findings. In this summary, make sure to also connect your findings with topics and materials we have covered in class so far. One or two full and well-elaborated paragraphs discussing your analysis is usually enough (minimum of 200 words).

Accordingly, the grading criteria will be the following criteria (-10 points for any criterion not met; see example below):

• Elaboration: Response should be at least 1-2 paragraphs long (minimum of 200 words), no exceptions.

• Analysis: Comprehensiveness of your analysis (i.e., identifying multiple relevant information)

• Connection: The connection of your analysis in what you found with what we have covered in the course so far, especially in the given chapter. Be specific (i.e., how/why).

• Grammar/Structure: Please make sure to check your writing.

In addition, if you have an interest in HR, I highly recommend subscribing tothese websites (at least for updates, not necessarily for membership yet). Resource Analysis Rubric
In each of these assignments, you will analyze one useful professional HR online resource. These
online resources are typically used by real life HR professionals as they navigate the complexity
of HR-related topics. As an introduction and in an attempt to increase your awareness of these
resources, your task is to enter the website of the online resource assigned, browse its contents
and menus, and write a brief summary of your findings. In this summary, make sure to also
connect your findings with topics and materials we have covered in class so far. One or two full
and well-elaborated paragraphs discussing your analysis is usually enough (minimum of 200
words).
Accordingly, the grading criteria will be the following criteria (-10 points for any criterion
not met; see example below):
•
•
•
•
Elaboration: Response should be at least 1-2 paragraphs long (minimum of 200 words), no
exceptions.
Analysis: Comprehensiveness of your analysis (i.e., identifying multiple relevant information)
Connection: The connection of your analysis in what you found with what we have covered in
the course so far, especially in the given chapter. Be specific (i.e., how/why).
Grammar/Structure: Please make sure to check your writing.
In addition, if you have an interest in HR, I highly recommend subscribing to these websites (at
least for updates, not necessarily for membership yet).
See examples below:
Example (related to SHRM.org)
SHRM (Society for Human Resource Management) is a large global community where
hundreds of thousands of HR experts provide resources on developing leadership, core
competencies, and strategies on how to achieve organizations goals. The SHRM community also
provides helpful resources on how to develop employer and employee relations to be more
productive towards organization’s objectives.
The SHRM website has a benchmarking tab where it benchmarks specific industries and
also specific factors on the industries. The specific factors that are considered are human capital,
employee benefits prevalence, health care, paid leave, and talent acquisition. There are about
twenty-one industries that are benchmarked. Some industries are agriculture, entertainment,
education, manufacturing, retail, and transportation. This is directly connected to chapter 2
section 2-9b Human Resources and Benchmarking. Benchmarking is good to for an organization
to compare itself to the industry standards or best practices. Benchmarking is a good starting point
for improving HR practices.
I click on the SHRM human capital benchmarking report for the industry of transportation
and warehousing. As I scrolled through the report, I noticed the HR metrics they are using on this
report such as HR-to-employee ratio, HR expense-to-FTE ratio, and average tenure of employees.
This is connected to chapter 2 section 2-9a HR Metrics and Analytics. These metrics give HR an
idea on the efficiency and performance their organization should be expecting to compete with the
industry standards.
I read an article about employee relations, “How to Manage Intergenerational Conflict in
the Workplace”. This was under the Global & Cultural Effectiveness tab. The article was
informative on the diversity of generations in the workforce (Baby Boomers, Generation X,
Generation Z, and Millennials). There was a lot of good insight on the article such as the clash
with older generations not understanding the motives of the younger generations. There is
connection here on chapter 2 section 2-3b Environmental Analysis. When an organization does
the environmental scan internally and see the issue rise of a high turnover rate of Baby Boomers
and Generation X employees. The question arises on how the company can unite the older
generations with the Millennials and Generation Z. The article provides very helpful tips on this
matter. For example, the article provides a five-step process on how to resolve differences with
these diverse groups. Step 1 would be acknowledging the differences of each generation and talk
about the differences as a group. Step 2 is appreciating themselves for their differences and ask
themselves why they cannot get along with each other. Step 3 is flex which is coming to an
agreement with themselves (meeting in the middle with different approaches on going about
things). Step 4 is leveraging everyone’s strengths to help each other. Step 5 is to resolve which
option is the best for the group to work with.
Example (related to HR360.com)
Resource Analysis
HR360 is a website to streamline multiple employee-related topics. It provides multiple
HR services, including those related to benefits, forms and checklists, health care reform, and
interviewing and hiring. Some of these HR tools and information are for registered and paid users,
but there are some that are free as well. There are also newsletters, and the website offer other
resources such as an HR compliance library and Worker Safety Library. The website also
contains a Blog section with multiple HR-related topics. As I went through them, I found a lot of
interesting topics. One interesting blog was “Five Ways to Prevent Workplace Harassment.”
Similar to our chapter 2, it related sexual harassment with Title VII of the civil rights act, and the
obligation employers have in this matter. In addition, the way to prevent workplace harassment
depicted is also very similar to those discussed in our chapter. Specifically, it talks about the
importance of accountability, leadership, and written organizational policies, which are also
discussed in our chapter. Another interesting blog was the “Do’s and Don’ts for ADA Reasonable
Accommodations.” The blog mentions the importance of many ADA points to consider, including
paying attention to “essential functions” and “reusable accommodations” as also mentioned in our
chapter two. Other connections include how to verify employment (chapter 7) and performance
evaluation reviews (chapter 10). On this last one, it contains some sample forms for employers.
Most of these forms include the “mixed methods” approached discussed in chapter 10.

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