Part I -- "What does Google say about HR?" (25 points) Instructions: Use the link below, or the embedded link in Moodle,

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Part I -- "What does Google say about HR?" (25 points) Instructions: Use the link below, or the embedded link in Moodle, to watch the brief video interview of Google's Head of Human Resources, Laszlo Bock. While watching and listening to what he has to say, consider who is talking-the head of human resources for one of the most successful companies in the world. Although Google may approach HR slightly different than companies that you have worked for, or others that you want to work for, Google's strategy is clearly working at some level. Video Link: The interviewer begins the interview by asking the question "When people think of Google and its people practices they think of free food, dogs roaming the hallways, rock climbing walls; what are all these perks for and, if they went away tomorrow, would it make a difference?" Laszlo Bock answers by saying that Google does all of those things for three (3) basic reasons. What are those? (1) (2). (3) Mr. Bock states that, at Google, the key to engaging and motivating employees is that everyone needs to understand the company's What's unique about Google is that and make it everyone actually does know it-"To organize the world's When developing an HR staff, Google takes a different approach than most companies; it takes a "three-thirds approach." What are those three thirds of people that Google uses to develop its HR staff? (1) (2) I As a long-term challenge, Google's main issue will be to stay. as they grow. Mr. Bock goes on to say that "When you lose intimacy, most people become less conscientious." During the economic slowdown, Google approached benefits and severance as an opportunity. In fact, what two (2) major things did Google do that were radically different than the majority of companies during this time? (1). (2) To gauge how people are feeling at the company, Google uses upward management feedback surveys. They find to be a very successful tool as employees feel listened to, thus they are i more likely to speak up, which improves the overall company. In fact, Google sees a response rate from its employees-that's unheard of. % When asked about what managers and behaviors managers must have to be successful in this environment, Mr. Bock didn't actually list any. "Instead," he states, "we find that most behaviors in order to be successful at Google." managers have to Last but not least. Employees at Google are referred to as

Part II -- "A Contemporary Perspective on HR's Potential Impact." (25 points) Instructions: Use the link below, or the embedded link in Moodle, to watch the brief video interview of an interesting TED Talk that provides a unique perspective on how HR can solve some of the world's most challenging issues. Video Link: "When I talk about HR, I'm not talking about or trust falls." mainly we're hiring people affected by incarceration or homelessness...this makes up about % of Hot Chick Takeover's workforce The People are becomes I % retention of employees, which is about Hot Takeover Chick has had about better than most other businesses. Hot Chick Takeover's benefits package is built around three things: The general idea is that these benefits are Hot Chicken Takeover asks that you "be, them in the fight against poverty and chosen by the times After that, they ask that you join

Part III - "Ethical Dilemma: Is outsourcing a viable option?" (25 points) Instructions: It's simple. Read the ethical dilemma and decide what you would do. Understand that I AM NOT LOOKING FOR A "RIGHT" ANSWER!!! I'm looking for you to clearly: (1) Identify the facts (2) Define the Problem (3) Offer up alternatives (4) Make a decision and defend it The better you do that, the better your grade will be for this section. Scenario: Assume that you are a top executive for a large, privately held company. Your specific area of responsibility is managing all aspects of compensation and benefits for the company, you report to the executive vice president of administration. This individual, in turn, is from the finance department and oversees HR, finance, and environmental regulating but shows little interest in HR per se as long as things are going smoothly. The firm employs more than 20,000 workers, has operations in 15 countries, and has a long and stable history of growth and profitability. The owners of the firm, the descendants of the original founder, are not actively involved in management and express satisfaction with the firm's current and projected financial performance. All components of financial performance are excellent, and the firm is widely respected for the quality of its management. The owners also have often expressed an interest in protecting their workers and maintaining as much job security as possible. The firm has not been forced to lay off any of its employees in more than 20 years. About a year ago, you read some research extolling the benefits of outsourcing. You have been quietly looking into how outsourcing might benefit your company. Your findings are troubling, and you are not trying to decide how to proceed. Specifically, you have determined that outsourcing parts of the firm's HR function could yield modest cost savings for the firm. Unfortunately for you, compensation and benefits also seem to be the area most conducive to outsourcing On the other hand, as a manager you feel obligated to consider anything that might lower costs or improve the financial performance of the firm. Outsourcing seems almost certain to improve financial performance, albeit only in relatively small ways. Thus, if you present your findings to your boss, the firm and its owners will benefit. On the other hand, if outsourcing were to be implemented, you estimate that approximately 15 employees would lose their jobs, and your own position would be substantially diminished in importance. Hint: There's no length requirement for this part but my guess is that it would take % to a full page to fully answer the question. Single-spaced, justified alignment, one space in between each paragraph

Part IV -- "Ethical Dilemma: How can personal relationships impact HR Decisions?" (25 points) Instructions: It's simple. Read the ethical dilemma and decide what you would do. Understand that I AM NOT LOOKING FOR A "RIGHT" ANSWERII! I'm looking for you to clearly (1) identify the facts (2) Define the Problem (3) Offer up alternatives (4) Make string and defendit The better you do that, the better your grade will be for this section. Scenerie: Assume that you are working as the HR manager for a large manufacturing firm. An area supervisor terminated an employee recently for poor performance, and this employee has threatened to take legal action. The employee maintains that she was terminated because she recently terminated a romantic relationship that she had with the supervisor. Although the company does not recommend dating fellow co-workers, it is not against company policy. The supervisor and the employee were couple, but she decided to end the relationship a short time ago When you spoke to the supervisor, he showed you documentation of the performance based falu the employee had and also made it clear that he did not terminate the employee because of their recent break up. He stated that she had been a poor performer for quite some time, he understood that the timing was not great, but felt it was the right time to make the move and ha documentation of poor performance would prove that Hint: There's no length requirement for this part but my guess is that it would take % to a full page to fully answer the question. Single spaced, justified alignment, une space in between each paragraph