Friday, June 19, 2015

Graduate HRM Course: My Learning Summary Assignment

 Graduate Human Resource Management (HRM)

Learning Summary
HRMT600 1001 Spr 12 Week 3 – Assignment

Valerian B-K. Masao II

Human Resources Management, Spring 2012
Dr. Jill
May 27, 2012

Documents personal learning and meaning weeks 1-3

So far in this course, HRMT600, personal learning were such as strategic HRM goals (p. 31-4), challenges, changes and evolution of HRM through globalization, cultures and technology (p. 4,5, 11), and the ability to distinguish amid functions of HRM, i.e. at the moment in this class I have clearly understood the employee discipline, and recruitment and selection process. In the employees’ disciplinary action, I have learned a great deal of dilemma between moral and legal issues. Of course, all the above and HRM functions as employer and organization management as a whole are expected to work under a certain set of rules and regulations (laws) developed by local, state and federal government. The most vicarious areas that I have become more enlightened from include the laws that HRM practice directly/discriminatory practices are such as, the Civil Rights Acts of 1866, 1964 and 1991, Age Discrimination in Employment Act (ADEA), American With Disabilities Act (ADA) of 1990, Equal Employment Opportunity Act (EEOA), Pregnancy Discrimination Act of 1978, Affirmative Action, The Family and Medical Leave Act of (FMLA) 1993 and Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994 (DeCenzo and Robbins, (2012), p. 58, 59, 60, 61, 62, 63 and 64). I learned that a successful HRM professional need to be a good adviser and liaison to the organization’s management and set policies and entire HRM practice within these set of laws, because law suits have negative repercussions on organization and need to be avoided whenever necessary. Understanding these laws has helped me, as a newly appointed HRM professional, to avoid possible legal and ethical conundrum. I have applied many of the laws to my personal learning because, recently, a staff person developed a nervous breakdown condition that, as a manager, I felt that she was not capable of performing her job sufficiently, but based on the Union contract and her job description there was not a clause that indicated I would be able to terminate her employment without legal consequences. Therefore, I started by progressive disciplinary action whenever there was an occurrence, such as, tardiness, and insubordination.

DeCenzo and Robbins, (2012), emphasizes the importance of strategic HRM in the organization because in order for any organization to succeed and maintain such success HRM need to understand the importance of its employees in meeting their goals, which should always be associated or similar to the organizational goals. To do so, it is imperative for HRM to assist the employees in meeting these goals through HRM functions, such as recruiting and hiring, employees training development, empowering and motivating employees and maintaining and keep the spirit and morale of the employees high and within the organizational goals. Also, DeCenzo & Robbins, (2010), on hiring by employee referrals, said that, “employee referrals are an excellent means of locating potential employees for hard-to-fill positions” (p. 139).
 (DeCenzo and Robbins, (2012), p. 31, 32, 23 and 34)

         Furthermore, the personal meaning experiences in relation to this course are the ways that I have been evaluated and selected in the jobs that I’m holding right now. This hiring evaluation process was similar to the steps outlined by DeCenzo and Robbins, (2012). Initially, I filled an application, then I was called for the first screening interview, then I was called again for the pre-employment test, followed by second inclusive interview with immediate supervisor(s), thereafter, I was offered a contingent job position/conditions offer with probation while awaiting for criminal background clearance process, followed by physical/medical examination, then background investigation research was done, thereafter I went for job/position orientation, two weeks after I was hired/start orientation I passed clearance/I was cleared, and then after 3 months of probation I was granted full permanent job position accordingly/ conditions were removed (p, 156).

Reflect on the content of the discussion and what I have gleaned/collected and what made me go aha! or wow!:

During the discussion what made me go, “aha!” was Case 4-B by DeCenzo and Robbins, (2012), when I learned that Winn-Dixie applied Hot-Stove Approach disciplining/terminating Mr. Peter Oilier, an excellent employee for about 20 years, because of his cross-dressing, a private behavior while in his personal time. The employer won the case because what employees do while at work or in their private life in the community/public can have positive or negative effects on the organization. However, although the company won legal case, it still struggled on social and moral stand point of view and lost public support while employee morale went down by the uncertainty that was brought by this case. This case is very important for HRM professionals to grasp the dilemma of the two, what is legal or moral and it gives more emphasis for HRM professional to use progressive disciplinary approach more because it tend to balance between legal and moral practice without leaving uncertainty or too many questions unanswered. (DeCenzo & Robbins, 2010, p. 99, 100, 101, 102 and 103)

The content, topics, or objectives that I would like to explore further includes:

            The topic that I would like to explore further is importance of the sequence of HRM to recruit, select, hire, train and maintain employees within organization as vibrant, positive, motivated, empowered and productive. I firmly believe that any successful HRM professional and organization always strive to achieve these goals, because until then, both HRM/organization and employees will rip the fruits of their success through customer satisfaction.  Fitz-Enz, (1997), illustrated the approach similar to the above claim that success makes everyone in the organization to feel great and it boost employees’ self-esteem. Therefore, HRM can and should use the organizational success as incentive to more and continuous success. Also I feel that HRM will need balance, like its many other functions, there is fine line between perfection and overconfidence or over-doing (p. 172).


DeCenzo, D. A., & Robbins, S. P. (2010).  Fundamentals of human resource management (10th ed.).  Hoboken, NJ:  John Wiley and Sons. (DeCenzo & Robbins, 2010, p.)

Fitz-Enz, J. (1997). The 8 Practices of Exceptional Companies: How Great Organizations Make the Most of Their Human Assets. New York, AMACOM. (Fitz-Enz, 1997, p.)

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