HRM500 Week 3 Scenario Script: Work/Life Balance; Planning and Recruiting HumanResourcesSlide #Scene

HRM500 Week 3 Scenario Script: Work/Life Balance; Planning and Recruiting HumanResourcesSlide #Scene

HRM500 Week 3 Scenario Script: Work/Life Balance; Planning and Recruiting HumanResourcesSlide #Scene/InteractionNarrationHRM500 Week 3 Scenario Script – Part 1: Work/Life BalanceSlide 1Introduction PageSlide 2Scene 1Angela’s Office[HR Director Angela, HRManager Michael and HRManager Ashley]Angela: Ashley and Michael, I have been lookingat the absences in the organization and reviewedthe feedback from the last survey regardingwork/life balance concerns.Our employees want more flexibility to attendtheir kids’ sporting events, take them to doctor’sappointments, and to visit or volunteer at theschool.They are also concerned with childcare costs andcaring for elderly parents.Ashley: Also, our single parents have a hard timefinding affordable child care and health insurance.Michael: Middle class families with two incomeshave to work longer hours and it’s hard for themto coordinate care for their children outside ofschool hours.Families are torn between spending time at workor with their family.Slide 3Scene 2Angela’s OfficeAngela: What do the two of you suggest so thatwe can meet the needs of our employees? Keep inmind that more than half of our workforcerepresents single parent homes.Ashley: We need to expand our health benefits tooffer more complete coverage to our employees’children, for one thing. In addition, we couldprovide education benefits for our workers.We can provide vouchers toward day care costsand referrals for individuals caring for elderlyparents.Michael: We need to incorporate flex time thatwill allow employees to attend activities for theirschool aged children.Angela: This will also give us an advantage inour recruiting efforts.Slide 4Scene 3 – Angela’s OfficeAshley: When providing flextime, we need tomake sure we still have enough employees atwork to meet the needs of our customers.Michael: We can require employees to give us atleast a week’s notice prior to the time off needed,and they can make up the time away from workwithin the same work week. This will preventother employees from becoming overworked andthe company from paying overtime.Ashley: We will need to look at forecasts for eachday to determine how many people can have timeoff in a given day.Exempt employees will have the option to workfrom home remotely to make up the hours, sinceeach has been assigned a laptop.Slide 4Interaction:What suggestions can be made toyoung managers regarding worklife balance?Leaders are willing toaccommodate work-life balancechallenges if your performance isup to par.Work-life policies are a recruitingtool and work arrangementsshould be negotiated with yourleader within the workenvironment.Employees that continue to havework-life balance issues can beviewed as entitled, uncommittedand even incompetent.Although leaders areaccommodating when it comes towork-life balance, manyultimately believe it is yourresponsibility to solve theproblem.Slide 5Scene 3Angela’s OfficeAngela: Great job! The two of you have come upwith some good ideas on how we can support ourworkforce in the area of work-life balance byaddressing employee requests for more flexibilityto attend their kids’ sporting events, take them todoctor’s appointments, and become moreinvolved in their school lives.Ashley: We also brainstormed ideas for managingchildcare costs and caring for elderly parents.Michael: So what comes next, Angela?Angela: Our final steps will be to take ourrecommendations to the executive team anddetermine how much is in the budget to supportthese programs. We will also need to look at theimpact on operations and research the possibleelimination of underutilized programs so thatfunding can be redirected towards the newprograms.In the meantime, let’s move to the conferenceroom to discuss the next item on our agenda Planning and Recruiting Human Resources.HRM500 Week 3 Scenario Script – Part 2: Planning and Recruiting Human ResourcesSlide 6Part 2 – IntroductionSlide 7Scene 4-Conference RoomAngela: Ashley and Michael, I just came fromMontrose’s strategic management planningmeeting for the upcoming year.We will need to consider forecasting the demandfor labor, determine the labor supply, and definelabor shortage.Based on a trend analysis of the previous year, wewill need to increase our work force by tenpercent to meet the demands.This estimate is based on changes in the economyand technology, competitors, and trends in theworkforce.Scene 5 – Conference RoomAshley: Based on our inventory levels and theforecasted demand for our products and services,the need to hire more employees is justified.Michael: Before we make a hasty decision to hirenew employees, we should consult with experts inthe field who can review and analyze statisticalplanning models and look at the history of ourgrowth and relationships between variables.Some variables may include customer buyingpatterns and call center call history.Angela: Good observations, both of you!Ashley, I would like for you to review inventoryand service levels for the previous twelve months.Michael, I would like for you to contact SourceForecasting to help us with determining labordemands for the upcoming year based on theprevious year’s demand for our products andservices and other variables external to thecompany.Let’s meet tomorrow morning to discuss yourfindings.Slide 8Scene 6 – Conference RoomAngela: Good morning! Yesterday I asked you toreview inventory and service levels for theprevious twelve months and to contact SourceForecasting to help us determine labor demandsfor the upcoming year.Ashley, tell me what you found out.Ashley: Based on historical trends, we need toincrease our staffing levels by fifteen-percent,which is five-percent more than originally stated.This takes into consideration voluntary andinvoluntary terminations and the potential foremployees to move to new positions.Michael: When I contacted Source Forecasting,they were able to look at trends in the economy,competitors within our industry, changes intechnology, and trends in the labor force. Theyrecommended a fifteen-percent increase in staff aswell.Scene 7 – Conference Room*Address will be shown on slide(www.bls.gov)Angela: Sounds like you both got solidinformation! Next we will need to look atdetermining the labor supply to fill thesepositions.We have to analyze detailed information of howmany people in the organization are in each jobcategory and possess specific skills.Ashley: We may need to modify our plan toreflect changes due to retirements, promotions,transfers, and voluntary and involuntaryterminations.We will need to monitor the plan during the yearto determine if there are unforeseen circumstancesthat exist in the external environment.Angela: Where can we find this information?Michael: Sources of data for the external labormarket include the Occupational OutlookQuarterly and the Monthly Labor Review, whichare both available through the LaborDepartment’s Bureau of Labor Statistics website.Slide 9Scene 8 – Conference RoomAngela: Ashley and Michael, I would like forboth of you to review these sources today, and wewill meet again later to determine if there is alabor shortage in the areas we will be hiring for,as well as your findings regarding the externallabor market.Ashley, you did an excellent job looking athistorical trends to support the need to increaseour staffing levels by fifteen-percent, which wasfive-percent more than originally stated based onvoluntary and involuntary terminations and thepotential for employees to move to new positions.Michael, you did a good job contacting SourceForecasting to look at trending in the economy,competitors in our industry, changes intechnology, and patterns in the labor force.Let’s complete a brief activity before you moveon to your assignment.Slide 10InteractionSlide 11Scene 9 – Conference RoomAngela: Great job completing the activity.Your last assignment was to check theOccupational Outlook Quarterly and the MonthlyLabor Review to determine if there is a surplusor shortage of labor in the areas in which we willbe hiring. What did you find?Michael: Based on the forecasts for labor demandand supply, there is a surplus of customerrepresentatives in the labor market. There is adeficiency in skilled laborers, whom will we needto manufacture our products.Ashley: This will present serious hiringchallenges for the organization. The demand forskilled-trades positions is great.The average age of skilled laborers working inthis area is fifty-five years, and the youngergeneration does not find skilled labor positionsattractive. However, since a higher number ofolder workers are now working past retirement, ifwe could find a way to recruit younger workers,we would already have training opportunities inplace for them through this older generation.Slide 12Scene 10 – Conference RoomMichael: There is a misconception that these jobsdo not pay well.We will need to partner with the employmentcommission and community colleges in the area.We can offer paid education and training ifstudents agree to a two year commitment here atMontrose.Ashley: We can hire employees who possess thecore competencies needed to be successful at theorganization, and then offer extensive training fornew employees to cover any gaps.As a final option, we may decide to outsourcesome of our production or customer service to avendor.Slide 13Scene 11 – Conference RoomAngela: These are all great ideas. I can tell thatyou have done your research.Now that we have ideas for meeting the demandsof our increase in products and services, we cancreate a plan and set a specific goal for gaugingour success in addressing our labor deficiencies.Our goals will be based on our analysis of laborsupply and demand. Ashley and Michael, you dida great job forecasting the demand for labor,determining the labor supply, and defining thelabor shortage.Don’t forget to participate in this week’sdiscussions and complete your assignment onTrends in the Workplace. We will meet nextweek to finalize staffing plans and set our goals –have a great week, team!This is a Graduate-Level discussion question. Please cite references correctly.I have provided the link to view for the e-Activity: https://www.youtube.com/watch?v=51xgYK9PTKYI have attached the script for the Scenario below.”Job Analysis and Work / Life Balance” Please respond to the following:From the e-Activity, examine two (2) methods of job analysis described in the video. Then, determine the purpose and the expected outcome for each method. Justify your response.*From the scenario, propose two (2) work / life balance programs that will support these professionals, and determine how you would ascertain the needs of the workplace.