Respond to classmates’. Posts must be at least 75 words in length and demonstrat

Respond to classmates’. Posts must be at least 75 words in length and demonstrate critical thinking, engagement with course material, and a meaningful attempt to engage in discourse.
HRMN 467
1.Topic 1(Brittany Bryan)
From this week’s readings, I see the importance of critical thinking when making decisions. This entails considering the evidence, understanding the implications of different solutions, and being open to all perspectives. By doing so, one can make more informed decisions that consider the context and evidence at hand. A concept I found useful was the logical fallacies. I knew about slippery slope and hasty generalization from high school and past classes but I did not know about Post hoc ergo propter hoc which is “a conclusion that assumes that if ‘A’ occurred after ‘B’ then ‘B’ must have caused ‘A” (Purdue, 2021). My main takeaway from the Critical Thinking Assessment Practice Quiz was to think critically to make an informed decision. This means taking the time to think through a problem, analyze the evidence, and consider the consequences of different solutions. In addition, I was reminded that critical thinking should be done with an open mind and with due regard for all perspectives. A question that I found interesting was 25.Which explanation is the WEAKEST?
a. The steak was too tough because I grilled it too long.
b. Jose didn’t drive his car today because it was in the shop for repairs.
c. We don’t belong to the country club after the price increase because we can no longer afford it now.
d. Gabrielle overslept because she stayed up very late last night. I found this question interesting because although A is the correct answer, my thought process was that this statement was correct. If a steak is grilled too long it would become burnt and become to tough to cut into therefore making the statement true with the strongest explanation.
References:
Purdue University. (N.D.). Logical fallacies. Retrievedfrom https://owl.purdue.edu/owl/general_writing/academic_writing/logic_in_argumentative_writing/fallacies.html‌University of Maryland Global Campus. (n.d.). Critical Thinking Assessment Practice Quiz in HRMN 467. Document posted in UMGC HRMN 467 6381 online classroom, archived at https://learn.umgc.edu/d2l/le/lessons/734488/topics/30455562
2.Topic 2( Zito Palacios)
The way I understand global competence is that it is imperative for an organization to really know the host nation and its customs. A Human Resource manager will benefit from carrying out and having a good working relationship with its international employees.
I remember on one occasion when I was assigned to the Allied Joint Force Command Lisbon and started working in the NATO base, which is a multinational organization, the first thing that I wanted to do was to hit the ground running and conduct business as I usually do, but I quickly realized that some of the different nations had different custom and traditions. One day I needed to get a document signed by one of the Spanish soldiers, but to my surprise, their office was closed because they were taking their afternoon siesta. In another instance, I was wondering where everyone was at. I quickly came to understand that these European nationals loved to take their coffee breaks and if I needed to find someone, they would most likely be at the coffee shop.
As an HR Professional, one of the competencies that I am currently lacking is in Business Acumen. And more so on the civilian sector because I have been working in the military for most of my career. Business Acumen is one of nine competencies that fall under the Society for Human Resources Management (SHRM) Competency Model for HR Professional. “An example of a competency for human resource (HR) professionals is business acumen, or the ability to understand and apply information to contribute to the organization’s strategic plan.” (shrm.org, 2023).
Some steps I would take to improve my competency would be “to (a) understand and apply information to contribute to the organization’s strategic plan, (b) interpret information to make business decisions and recommendations, and (c) provide guidance to organizational stakeholders.” (shrm.org, 2016). As HR Professionals, we must learn how to be proficient at what we do, whether it be “in analyzing and interpreting data, offering coaching and consultative services, and making savvy business decisions for the organization.” (shrm.org, 2016).
References:
Shrm.org. (2023). Competency FAQs. https://www.shrm.org/learningandcareer/competency-model/pages/competency-faqs.aspx#model
Shrm.org. (2016). The SHRM Competency Model. https://www.shrm.org/LearningAndCareer/competency-model/PublishingImages/pages/default/SHRM%20Competency%20Model_Detailed%20Report_Final_SECURED.pdf
HRMN 408
1.Topic 1( Madison Tamondong)
Memo
To: Sydney, Manager
From: Madison Tamondong, Human Resource Manager
Date: January 21, 2023
————————————
Good afternoon,
The new employee Dale will staff an office from 9 am – 5 pm Monday through Friday and also will be carrying a mobile phone to answer calls 24/7 which includes seven days a week. The Fair Labor Act requires our business federally to pay nonexempt employees the minimum hourly wage for every hour that is worked. This law also requires our business to pay at least one and a half times an employee’s hourly wage for all the hours that were worked over 40 hours in the employee’s average work week. Thus according to this federal law employees that are required to be on call are supposed to be paid for being on call. For example, “If you require her to respond to many calls to work during her on-call period, this can result in all such hours being deemed as payable (Zias,2019,p.3).” Also, this company has to understand that Dale will have the responsibility of being on call 24/7 seven days a week which in most court cases has found that the employee must be compensated for this amount of time that is required from Dale. Lastly in the state of Georgia, an employer is not required to pay employees for being on call if that employee was able to pursue personal activities outside of the workplace while being on call.
Secondly being on call refers to being available 24/7. Dale will be expected to answer calls around the clock. This means Dale could receive calls late in the night and will be expected to answer them to meet the company’s policy when it comes to being available 24/7. Dale will also need to be ready and available at all times to report back to work physically when needed as well. Unfortunately for Dale, this means that he will most likely need to be near the workplace at all times. Dale is required to be on call for seven days a week, even after work and this isn’t healthy either. For example, “Recent studies have clearly demonstrated the negative effects of being on-call, and the results aren’t pretty. Studies show that the mere anticipation of receiving a call is enough to increase stress, decrease energy, and disrupt sleep (Blog,2022,p.6).”Being On-Call is a huge responsibility for any employee but it is important to acknowledge the amount of time that Dale will also spend being on-call for this company.
Lastly, while Dale is on call he is expected to be an employee to carry out his duties correctly through the phone at any minute. Therefore it is important for Dale to always keep his phone nearby. Missing calls could hurt the company’s credibility and also Dale should not make any big plans while being on call either. This is a meaning that he should be around his workplace while being on call. Thus, it Is very unprofessional to be somewhere far while being on call. Dale will also need to stay away from anything that can hinder his capabilities when it comes to being on call 24/7.
References)
SHRM. (2022, December 7). How should we pay on-call, nonexempt employees for the time they are not actually working when on call? https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/nonexempt-on-call-pay.aspx
Zias, K. (2019). 24/7 on-call position labor laws. Small Business – Chron.com. https://smallbusiness.chron.com/24-7-call-position-labor-laws-73985.html
Blog. (2022). The science of on-call. On-Call. Simplified. Intelligent alert routing for the modern team. | PagerTree. https://pagertree.com/blog/the-science-of-on-call
2.Topic 2( Mary Russo)
Answer:
HR professionals should know the Fair Labor Standards Act establishes minimum wage, overtime pays recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments. (United States Department of Labor, n.d.).
A fair minimum wage needs to be fair, legal, and the lowest wage for the company to pay its workers. The minimum wage is based on an income cost of living such as the area and on the job position such as an entry-level position. It needs to be the lowest wage so companies can afford to pay their workers but also an income a worker can have a decent living. Based on the minimum wage rates map 2021, the highest paid minimum wage was in the District of Columbia at $15/hr and the lowest paid minimum wage was in Georgia at $5.15/hr. (UMGC, n.d.).
The differences between exempt and nonexempt employees are that nonexempt workers are required to be protected under the Fair Labor Standards Act. Nonexempt employees who are covered may receive overtime if they work over 40 hours per week.
Reference:
United States Department of Labor (n.d.). Wages and the Fair Labor Standards Act. Retrieved January 22, 2023. https://www.dol.gov/agencies/whd/flsa
University of Maryland Global Campus. (n.d.) Minimum Wage Rates Map 2021. Online Classroom HRMN 408 6382. https://learn.umgc.edu
HRMN 406
1.) Topic 1 ( Cravenkeo Khamone)
There are multiple ways to motivate learning and accommodate trainee differences when developing training programs. There are different scenarios that you need to be aware of when you are deciding how to emphasize different areas and phases on training. As our textbook states, needs-based theory is sort of an individual way of motivating. Employees have basic needs to fulfill such first attaining a job to pay for shelter, food, clothing, etc, then moving to safety, then striving for a possible promotion.
As a manager of an organizations training, managers need to evaluate their desired employees and what motivates those individuals to succeed. It is also good to plan for the exact opposite. For longer training events, small breaks and positive reinforcement throughout the training usually helps individuals stay involved through sample tests or even verbal acknowledgements of small successes.
I truly believe in the “equity theory” and treating employees like family and a part of the company. Being able to make the employees feel as strongly about be successful as the owners helps motivate them to be the best they can be.
Stanley C. Ross. (2019). Training and Development in Organizations : An Essential Guide For Trainers. Routledge.
2.) Topic 2 ( Ashley Adkins)
My personal motivation for training and applying for training is myself worth. I am the type of person that enjoys having a purpose to do something or help someone. I love learning new things, especially when it helps out fellow co-workers or the mission. I am not fond of being a sitting duck or staying in my own lane. If I can help someone out, even if it’s not listed in my job performance duties, I will find a way to help them out as much as I possibly can do so. I have always been this type of driven person and believe that there is a reason for everything. Due to my drive and willing to learn, I have been awarded promotions, awards, certificates, and other types of recognition. Since my hard work ethic is well known throughout my organization, I have been given additional duties and higher responsibilities, which allows for more promotion or awards.
Abraham Maslow’s theory for need-based theory is based on a pyramid of how human needs are ranked. Maslow’s theory is based on human beings have needs that are hierarchically ranked. As humans satisfy the basic needs, they start looking to satisfy higher-order needs. This process continues as lower-level needs are met and no longer serves as a motivator (Need-Based Theories of Motivation, n.d.). With my military background and training, I feel like Maslow’s theory is my type of need for motivation for training. When I first came into the military, my motivation was to just do the best at the basic knowledge of my career field and mission. Once I met that motivation level, I desire to learn more had increased responsibilities and motivation. As I progressed in rank, the motivation and desire to learn the next level of training was increased training and responsibilities. Even though I am no longer in the military, my desire and motivation to learn is still the same, as to learn each level and progress up the promotion or pay grade.
References
Need-Based Theories of Motivation. (n.d.). Retrieved from Lumen Learning: https://courses.lumenlearning.com/atd-tc3-manageme…

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